UCLA Campus Human ResourcesEmployee & Labor Relations

Michael Beasley & Emoon MarMay 2009

Employee Relations

Employee Relations Office

Provide information on UC Personnel Policies for Staff Members (PPSM) and the Collective Bargaining Agreements

Assist management in drafting responses to grievances

Assist management in the preparation of formal disciplinary documents

Assist management in the preparation of layoff documents

Continued . . .

Employee Relations Office

Assist CHR Training via Supervisory Classes on: Performance Evaluations Navigating Staff Personnel Policies and

Contracts Disciplinary Process at UCLA

Progressive Discipline Documentation

Counseling Memo

Written Warning

Disciplinary Suspension

Demotion

Termination

Bruin, Joe

Indefinite Layoff

The steps for indefinite layoff are:1. Department performs layoff analysis2. Department prepares a “Request for

Order of Layoff” form3. Department sends the “Request for

Order of Layoff” form to Campus Human Resources – Policy Services (Lazetta Smith, Shirelle Alexander & Dyanna De Alba)

4. Campus Human Resources – PolicyServices calculates seniority points

Continued . . .

Indefinite Layoff

5. Department sends the completed layoff proposal packet to the assigned Employee Relations Consultant for final review

6. Supervisor meets with and gives a written layoff notice to the employee

7. Campus Layoff Coordinator explains the “recall rights” and “preferential rehire rights” to the employee

Approaching the Layoff Process -

Classification The department determines which

classifications are to be affected as related to the functions the unit will rely on to survive.

Approaching the Layoff Process -

Seniority Seniority, for layoff purposes, is defined as

points which are calculated based on full-time equivalent months (or hours) of University service. This means that an employee earns one seniority point for every month they work on a full-time basis.

Only employment while on pay status counts toward seniority.

Employees with more senioritystay and those with less are laidoff, except . . .

Out of Seniority Order Justification

Letter Department must determine if there are

any individuals who possess special skills, knowledge, or abilities to perform certain functions which are essential to the department’s survival and thus need to be retained regardless of seniority.

If an employee is retained with less seniority in the job title, then department must provide a “Memo of Out of Seniority Order Justification” to Camus Human Resources documenting the rationale used for retaining the “junior” employee.

Questions?