University Policy 6.12, Separations, Voluntary and Involuntary, Including Layoff (Excluding Academic and Bargaining Unit Staff)

CORNELL UNIVERSITY

POLICY LIBRARY

Separations, Voluntary and

Involuntary, Including

Layoff (Excluding Academic

and Bargaining Unit Staff)

Policy 6.12

Volume 6, Human Resources

Chapter 12, Separations

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

____________________________________________________________________________________________________________________________________________

OLICY

TATEMENT

Cornell University administers involuntary and voluntary separations from the

university as equitably, humanely, and consistently as possible.

___________________________________________________________________________________________________________________________________________

REASON FOR POLICY

___________________________________________________________________________________________________________________________________________

Appropriate staffing is critical to the university’s mission of excellence in

teaching, research, and public service. In addition, the university recognizes that

there are situations where a staff member will separate from the university, due

to changes in the wishes or needs of the university or the individual.

____________________________________________________________________________________________________________________________________________

ENTITIES AFFECTED BY THIS POLICY

____________________________________________________________________________________________________________________________________________

- All units of the university (excluding Weill Cornell Medicine)

____________________________________________________________________________________________________________________________________________________________

WHO SHOULD READ THIS POLICY

____________________________________________________________________________________________________________________________________________________________

- Deans, directors, and department heads

- College/unit human resources representatives

- Regular nonacademic, non-bargaining unit staff members

- Supervisors

- Unit administrators

____________________________________________________________________________________________________________________________________________

WEB ADDRESS FOR THIS POLICY

____________________________________________________________________________________________________________________________________________

www.dfa.cornell.edu/policy/policies/separations-voluntary-and-

involuntary-including-layoff

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review:

May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary

(Including Layoff)

____________________________________________________________________________________________________________________________________________

ONTENTS

Policy Statement .......................................................................................... 1

Reason For Policy ........................................................................................ 1

Entities Affected By This Policy ................................................................. 1

Who Should Read This Policy .................................................................... 1

Web Address For This Policy ..................................................................... 1

Related Documents ...................................................................................... 4

Contacts ........................................................................................................ 4

Definitions .................................................................................................... 5

Overview And Procedures For Removal From The

Payroll ........................................................................................................... 7

Introduction ........................................................................... 7

Voluntary Separations ........................................................... 7

Involuntary Separations ......................................................... 8

Procedures For Removal From The Payroll .......................... 8

Vacation ................................................................................ 8

Exit Procedures ..................................................................... 8

Layoff: Overview ......................................................................................... 9

Introduction ........................................................................... 9

Applicability .......................................................................... 9

Decision To Adjust Workforce ............................................. 9

Involuntary Change In Hours .............................................. 10

Elimination Of Position ....................................................... 10

Reassignment As An Alternative To Layoff ....................... 10

Layoff Package .................................................................... 11

Layoff Period....................................................................... 11

Responsibilities Of The Staff Member During the

Layoff Period....................................................................... 11

Case Manager ...................................................................... 11

Layoff: Procedures .................................................................................... 12

Criteria For Selecting An Individual ................................... 12

Selection And Approval Process ......................................... 12

Layoff Documentation ........................................................ 13

Notice Period ....................................................................... 14

Pay In Lieu Of The Notice Period ....................................... 15

Staff Members' Right To Grieve/Complain ........................ 15

Layoff Responsibilities .............................................................................. 16

Layoff Package ........................................................................................... 18

General Comments .............................................................. 18

Job Search Assistance ......................................................... 18

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September

1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including

Layoff)

____________________________________________________________________________________________________________________________________________________________

CONTENTS, CONTINUED

____________________________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

Severance Pay ..................................................................... 20

Benefits And Services ......................................................... 22

Short-Term Layoff .................................................................................... 24

Decision To Adjust Workforce ........................................... 24

Applicability ........................................................................ 24

Notice Period ....................................................................... 24

Benefits And Services ......................................................... 24

Holiday Pay ......................................................................... 25

Acceptance Of Temporary Employment During

Short-Term Layoff .............................................................. 26

Failure To Return ................................................................ 26

Forms And Tools ....................................................................................... 27

Index ........................................................................................................... 28

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September

1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including

Layoff)

____________________________________________________________________________________________________________________________________________

ELATED

OCUMENTS

University Documents

University Policy 6.11.3, Employee Discipline (Excluding Academic and Bargaining Unit

Staff)

University Policy 6.6.1, Filling Vacancies (Excluding Academic and Bargaining Unit Staff)

University Policy 6.9, Time Away from Work (Excluding Academic and Bargaining Unit

Staff)

University Policy 6.4, Prohibited Bias, Discrimination, Harassment, and Sexual and Related

Misconduct

Credited Service Information

Human Resources Policy 6.11.2, Probationary Period

Human Resources Policy 6.11.4, Staff Complaint and Grievance Procedure

ONTACTS

Direct any general questions about University Policy 6.12, Separations, Voluntary

and Involuntary (Including Layoff), to your college’s or unit's administrative or

human resource office. If you have questions about specific issues, call the following

offices:

Subject

Contact

E-mail/Web address

Telephone

Policy Clarification,

Exceptions, and

Interpretation

College/Unit Human

Resources

Representative

Division of Human

Resources, Workforce

Policy and Labor

Relations (WPLR)

hr.cornell.edu/find

-your-hr-

representative

equalopportunity@cornell.

edu

(607) 255

-4652

Benefits, Endowed

and Contract College

Division of Human

Resources, Benefit

Services

”Benefits according to job

status”

hr.cornell.edu/benefits

pay/benefits

-enrollment

(607) 255

-3936

Career Services

Consultations

Division of Human

Resources, Workforce

Recruitment and

Retention

(607) 254

-6400

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

EFINITIONS

These definitions apply to these terms as they are used in this policy.

Career Services

A wide range of support systems available to assist in

maximizing reemployment

efforts of the staff member

selected for layoff. The services are available until the

staff member secures regular

full-time or part-time

employment inside the university, the outplacement

agreement ends, or

six months from the date of layoff

notification whichever comes first.

Case Manager

The person assigned to coordinate and assist with the

support provided the staff member selected for layoff.

This may be an internal university representative or an

outplacement agency.

Casual Appointment

An appointment to

a position of less than 20 hours per

week.

College/Unit Human

Resources Representative

The primary human resource administrator at the

college

or unit level.

Continuous Service

Uninterrup

ted time holding a regular appointment or a

benefits

-eligible temporary appointment.

Credited Service

See

Credited Service information on the Human

Resources website.

Effective Date of Layoff

The official date of separation from the university's

payroll due to layoff

Full-time Position

A position of at least 35 hours per week. May Apply to

a regular

or temporary appointment.

Indefinite Appointment

A regular

appointment without a specified ending

date.

Job Search Assistance

A wide range of support systems available to assist in

aximizing reemployment efforts of the staff member

selected for layoff. The services are available until the

staff member secures regular

full-time or part-time

employment inside the university

, the outplacement

agreement ends, or

six months from the date of layoff

notification whichever comes first.

Layoff

A status that results in an indefinite elimination of

employment or an indefinite increase or decrease in

hours of 25

percent or more that occurs over a period

of 12 months or less

, or a reduction below 20 hours

per workweek. Layoff results from lack of funds or lack

of work, reorganization,

or position redesign.

Layoff Package

Career services,

benefits, and/or severance pay,

provided to staff members who are qualified under the

terms of this policy.

Layoff Period

The layoff period for all eligible staff members,

including those on term appointments

, begins on the

effective date of layoff and ends one year from the

effective date of layoff, or when the individual is hired

into a regular position inside the university, whichever

is earlier.

Outplacement

External career services

that may be provided to

maximize reemployment

efforts.

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including

Layoff)

___________________________________________________________________________________________________________________________________________

DEFINITIONS, CONTINUED

___________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

Part-time Position

A position of less than 35 hours per week. May apply

to a regular

or temporary appointment.

Regular Appointment

An appointment to a non

-temporary position of at least

20 hours per week with an expected duration of at

least six months.

Short-Term Layoff

A workforce adjustment of up to three months

resulting from changes in business needs, including,

but not limited to, the availability of funding or a

reduction in available work.

Sponsored Funds

Funds provided to the university th

at have limitations

or stipulations placed on their use by an external

party. These include contracts,

cooperative

agreements

, government grants/contracts, and non-

government gra

nts/contracts.

Temporary Appointment

An appointment to a position of at least 20 hours per

week with an expected duration of less than six

months.

Term Appointment

A regular

appointment with an ending date specified

at the time of the appointment.

Unit

A department,

college, school, program, division, or

other entity that is responsible for a

n individual's

employment.

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

VERVIEW AND

ROCEDURES FOR

EMOVAL

FROM THE

PAYROLL

Voluntary Separations

A voluntary separation is one that results when a staff member leaves a job on

his or her own initiative, through resignation, retirement, job abandonment, or

leave of absence. Voluntary resignations shall not be subject to the staff

complaint and grievance procedure.

Resignation

Nonexempt staff members who resign from their positions are normally expected

to provide written notification to their supervisors at least ten working days prior

to the date of separation. Exempt staff members who resign are expected to

provide written notification at least one month prior to the date of separation.

Retirement

A staff member who retires is considered to have voluntarily terminated

employment.

Leave of Absence

For more information on university leaves of absence, see

University Policy 6.9,

Time Away from Work (Excluding Academic and Bargaining Unit Staff).

Job Abandonment

A staff member shall have abandoned his or her job when the staff member

has failed to call in and directly notify the supervisor of the reason for

absence from work for three consecutive work days. Job abandonment will

also occur when a staff member fails to return to work or directly notify the

supervisor of the reason for absence within three consecutive working days

after any approved leave of absence, disciplinary suspension, or recall from

layoff status.

When a staff member has abandoned his or her job, that staff member shall

be immediately terminated from Cornell University employment.

Introduction

This document provides guidance and procedures for situations involving

separations of staff members from the university, including removal from the

payroll, layoff, and short-term layoff. Separations are voluntary or involuntary

terminations from the university.

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

______________________________________________________________________________________________________________________________________________

OVERVIEW AND PROCEDURES FOR REMOVAL FROM THE

PAYROLL, CONTINUED

______________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

Involuntary Separations

An involuntary separation is one initiated by the university, and may result for

a variety of reasons, including layoff and discharge.

Layoff

For information on layoff, see the “Layoff” sections of this document.

Short-term Layoff

For more information on short-term layoff, see the “Short-term Layoff” section of

this document.

Termination of Employment

A staff member's employment may be terminated for reasons that include but are

not limited to uncorrected performance deficiencies or serious misconduct.

Termination of employment is a serious action and requires consultation with the

college/unit human resources representative (or designee) and Workforce Policy

and Labor Relations prior to taking such action. All terminations must be

documented in accordance with University Policy 6.11.3, Employee Discipline

Procedures for Removal

from the Payroll

Upon the termination of a staff member, a transaction in the HR/Payroll system

must be processed immediately. As appropriate, either a copy of the resignation

letter or a copy of the termination letter must be retained by the unit as part of the

human resources record.

Vacation/Holidays

Refer to the “Vacation” and “Holiday Time” sections of

University Policy 6.9,

Time Away from Work for information regarding endowed and contract

college holiday and vacation pay at the time of termination.

Exit Procedures

The Exit Procedure Checklist is a quick reference of potential items that

should be collected and/or destroyed. This procedure applies to all

nonacademic staff members who have terminated employment. It is suggested

that a copy of the completed checklist be retained in the unit files for at least

one year. This process ensures that staff terminations are processed effectively

and efficiently. A sample Exit Procedure Checklist can be found at

hr.cornell.edu/hr-professional-tools/layoff-early-terminations/exit-procedures

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

AYOFF

VERVIEW

The three “Layoff” sections of this policy serve two purposes: to help ensure that

procedures for staff layoff are consistent throughout the university, and to provide

information and resources to staff members when layoff is imminent and during

the layoff period. The procedures are presented in three major sections. The first of

these, "Layoff: Overview," describes the university's policy on the administration

of layoffs in units. The second, " Layoff: Procedures," describes university and

staff procedures before and during layoff. The third, “Layoff Package," outlines

what benefits laid-off staff members are entitled to and what other resources and

services are available to them.

Applicability

The “Layoff” sections of this policy apply to the following:

• Nonacademic, regular, full- and part-time staff members who have been

employed by the university for more than one continuous year

• Nonacademic full- and part-time staff members on term appointments or

extended term appointments who:

1. Have completed at least one year of the appointment; and

2. Are not allowed to complete their agreed-upon term of employment

owing to the layoff (for information on calculating severance pay, see the

"Severance Pay" segment of this document).

Note: In certain cases, when the university transitions work to another

employer, employees affected by the transition who accept employment with

the new employer may be ineligible for coverage under the layoff and

severance pay provisions of this policy. Factors that will be assessed on a

case-by-case basis by the human resource (HR) representative in conjunction

with appropriate college/unit leadership include continuity of employment

after the transition, business circumstances underlying the transition, and

comparability (e.g., salary and benefits) of the successor positions.

Decision to Adjust

Workforce

Decisions to pursue a workforce adjustment(s) are the responsibility of the

head of the unit. All proposed workforce adjustments require the approval of

Workforce Policy and Labor Relations (WPLR), the Department of Inclusion

and Workforce Diversity and University Counsel. College/unit human

Introduction

When faced with changing economic and programmatic imperatives, Cornell

University may have to adjust its work force. In cases where immediate

retraining or reassignment is not possible, the university will administer layoff

actions in as equitable, humane and consistent manner as possible.

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

______________________________________________________________________________________________________________________________________________

LAYOFF OVERVIEW, CONTINUED

______________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

resources representatives and/or WPLR should be consulted early in the

process to ensure that these decisions are made in an equitable, consistent, and

humane manner. Workforce adjustments may be due to changes in the

availability of funding, a reduction in available work, significant changes in

the duties for one or more positions, and/or a reorganization of the unit, which

results in involuntary changes in hours, or the elimination of positions.

Involuntary Change in

Hours

An increase or decrease of 25 percent or more of a staff member's regularly

scheduled hours that occurs over a period of 12 months or less, or a reduction

that results in a position of less than 20 hours per week, is subject to the

provisions in this policy. In such cases, the staff member may:

• Continue in the regular position (20 hrs/wk or more) with changed hours and

not be subject to the provisions of this policy; or

• Enter a layoff period and receive a layoff package in accordance with this

policy (see the "Layoff Package" sections of this document).

Note: A change in hours made at the request of a staff member is considered

voluntary and is not covered by the provisions of this policy.

Elimination of Position

If there is no longer sufficient work to perform for a position, if the work has

been shifted to other positions, or if the position can no longer be funded, then

the position may be eliminated. The staff member may be reassigned to

another position or laid off (see "Reassignment as an Alternative to Layoff"

segment of this document).

Reassignment as an

Alternative to Layoff

If the college or unit contains a vacant or new position and the unit head

determines the staff member identified for layoff is qualified for an available

position, the unit head, at his or her discretion, may reassign the staff member.

The staff member who is offered a reassignment will not be required to accept

a position with a lower job level or salary. In such instances, the staff member

will be placed on layoff status. However, absent such circumstances, the

reassignment may be made in lieu of layoff at the discretion of the unit head.

If the unit head wishes to reassign the staff member, he or she should discuss the

salary level with the college/unit human resources representative. The salary must

be at a level that reflects the following:

• The staff member’s experience and qualifications

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

______________________________________________________________________________________________________________________________________________

LAYOFF OVERVIEW, CONTINUED

______________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

• The requirements of the position

• Internal equity

• The unit’s financial capabilities

Layoff Package

Laid-off staff members will generally be provided with a layoff package

composed of three elements: job search assistance, severance pay, and benefits

(see the "Layoff Package" section of this document).

Layoff Period

The layoff period for all eligible staff members, including those on term

appointments, begins on the effective date of layoff and ends one year from

the effective date of layoff, or when the individual is hired into a regular

position inside the university, whichever is earlier. During the layoff period,

staff members are eligible for certain benefits according to the provisions of

this policy. Acceptance of temporary or casual employment, inside or outside

the university, will not affect the layoff period.

Responsibilities of the

Staff Member During the

Layoff Period

The staff member has the following responsibilities during the layoff period:

• to actively seek a new position that is appropriate to skills and abilities

• to keep the case manager advised of a current address and telephone

number

Caution: Failure to perform any of the above tasks may result in the termination

of the layoff period and all associated benefits.

Case Manager

A case manager is assigned to the staff member being laid off, by the

college/unit human resources representative in collaboration with the

supervisor. This individual, who may be the college/unit human resources

representative or designee, or an outplacement agency, will work with the staff

member for the six months following notice of layoff or for the duration of the

outplacement agreement. The case manager will contact the staff member who

has been officially identified for layoff and arrange an introductory meeting to

discuss the job search process and to provide information about benefits and

services available. (For more specific duties, see the "Job search assistance"

segment of this document).

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

AYOFF

ROCEDURES

 The ability of each staff member (in the same university job title and pay

band within that unit) to perform the work following the reduction in

staff, including past performance evaluations or documented employment

history

 The ability of the principal investigator or project director, where a

sponsored program is affected, to meet the obligations to the sponsor in a

timely manner. The principal investigator and the department chair will

jointly review the impact on the sponsored program before submitting a

request for layoff to the dean or executive officer, as outlined in this

policy

2. If the staff members are found to possess equal abilities, (i.e., they are equally

able to perform the remaining work, and the sponsored program, if applicable,

is not negatively impacted), then the unit head should consider the following

criteria:

 Affirmative Action: The supervisor, in consultation with the college/unit

human resources representative, should evaluate whether the layoff will

seriously reduce the proportion of women or minorities in the unit and

whether affirmative action goals have been established for the affected

position(s).

 Note: When affirmative action goals are involved in the decision-making

process, staff members in the Department of Inclusion and Workforce Diversity

are available to discuss this action before submitting your proposal.

 Length of Service: If all other factors are equal, length of service should

be strongly considered, to be evaluated based on the staff member's

credited service. The college/unit human resources representative can

assist in determining the credited service.

Selection and Approval Process Responsibility of College/Unit Human Resources Representative

In determining who will be laid off, the college/unit human resources

representative has the following responsibilities:

Criteria for Selecting an

Individual

1. If there is more than one staff member in the affected unit in the same

university job title and pay band as the position/s to be eliminated, to

determine who will be laid off, the unit head must first consider the

following:

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF: RESPONSIBILITIES, CONTINUED

____________________________________________________________________________________________________________________________________________

 Prepare the written layoff plan documentation in collaboration with unit

leadership and supervisor(s). (See Documentation section later in this policy)

 Review the final layoff proposal with the unit head for their approval

 Submit the agreed upon layoff proposal for required central review,

consideration and approval

Upon receiving central approval:

 Retain the documentation on file for purposes of compliance or potential

grievance resolution

 Prepare a formal written notice of layoff for review by unit head and

supervisor

 Identify the case manager or outplacement arrangement, in collaboration with

the staff member's supervisor

 Notify the case manager of the impending layoff

 Obtain a layoff packet from Workforce Recruitment and Retention to provide

to the employee, along with formal written notice

Responsibility of Unit Head

The unit head has responsibility for determining which, if any, positions will be

affected by layoff. Throughout the proposal review process, the unit head must

consult with the affected employee's supervisor, the college/unit human resources

representative, and/or WPLR. In developing the proposal, the unit head must

consider the following:

• Available funding

• Required staffing levels

• Proper distribution of workloads

• The type and number of positions to be reduced or eliminated

• The unit head should determine the specific knowledge, skills, competencies,

attributes, and performance standards necessary to support the unit's current

and prospective operational requirements

Layoff Documentation

The college/unit human resources representative must document the decision-making

process that was followed in the layoff determination.

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF: RESPONSIBILITIES, CONTINUED

____________________________________________________________________________________________________________________________________________

This document must contain the following:

 The reason for layoff (e.g., reorganization, position redesign, lack of work

including indefinite change in hours, or lack of funds)

 The title and pay band of the staff member(s) to be affected by the layoff plan

 The name(s), length of service, and affirmative action status of staff members

within the unit, in position(s) having the same university job title(s) and pay

band(s) as the position(s) to be eliminated

 The name(s) of staff members selected for layoff and the rationale for the

selection

 Any plans for reassignments within the unit

 The name of the assigned case manager

Notice Period

A staff member must receive a notice period of at least 30 calendar days for transition

to layoff status. During this period, the staff member will generally remain on the

unit's active payroll and continue to work until the effective layoff date.

 Note: Once a decision is made regarding layoff, it is recommended that the

staff member be notified of the pending layoff as early as possible to allow the

staff member to begin a job search. A notification of 60 calendar days is

recommended; 30 calendar days is required. Refer to the "Sponsored Fund

Severance Pay" segment of this document for additional information on notice

period for positions funded by sponsored funds.

The unit head may delegate responsibility for the following steps to process the

layoff action and start the formal notice period to the staff member's supervisor

and/or the college/unit human resources representative:

Give the staff member a formal written notice of the pending layoff, at least 30

calendar days before the effective layoff date, and a copy of the layoff packet. This

written notice must include the reason for the layoff, the effective layoff date, and

the name of the case manager assigned to assist the staff member throughout the

layoff period. See the sample formal written notice of layoff

1. Send a copy of the formal written notice to the staff member’s supervisor, the

college/unit human resources representative, and the case manager.

2. Support the staff member's requests for time off for upgrading job skills and

job searches during the notice period.

3. Provide the staff member with a letter of reference if requested.

4. Help the case manager identify the staff member's areas of competence, and

career and job placement needs.

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF: RESPONSIBILITIES, CONTINUED

____________________________________________________________________________________________________________________________________________

5. With the staff member, establish a time by which all university property will be

returned and personal property removed.

6. Complete the process to effect the change in the staff member’s employment

status (change in hours, reassignment, or layoff) including the appropriate

reviews and approvals at the college and/or unit levels.

Pay In Lieu of the Notice

Period

In unusual circumstances, after consultation with the college/unit human resources

representative, the unit head may decide that the staff member will not remain on

the unit's active payroll during the required notice period. The unit is still

responsible for paying the staff member an amount equal to his or her regular salary

or wage through the end of what would have been the staff member's notice period.

This pay in lieu of the notice period does not affect the severance pay that the staff

member will receive.

Note: Units are required to honor the notice period in support of the university’s

commitment to consistent and humane treatment under this policy.

Tools to assist in this process are available at https://hr.cornell.edu/hr-professional-

tools/layoff-early-terminations.

Staff Members' Right To

Grieve/Complain

If a laid-off staff member has concerns about the layoff,

Human Resources Policy

6.11.4, Staff Complaint and Grievance Procedure is available to review the

department head's consideration of affirmative action, length of service, and the

staff member's ability to perform the remaining work. Grievances must be filed

within 10 working days from the date the staff member receives written

notification of the impending layoff.

The grievance procedure is not available to review other actions under the provisions

of this policy regarding layoff, including, but not limited to the unit head's

determination of the need for a layoff, the number of staff members to be laid off, the

reassignment decision, or the positions to be eliminated.

If the laid-off staff member believes that the layoff decision has resulted in some

form of discrimination, University Policy 6.4, Prohibited Bias, Discrimination,

Harassment, and Sexual and Related Misconduct, provides an internal university

procedure for complaints of prohibited discrimination.

For more information, contact the college/unit human resources representative, the

University Ombudsman, or WPLR, in the Division of Human Resources.

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Originally Issued: September 1998

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Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

AYOFF

ESPONSIBILITIES

The major responsibilities each party has in connection with a layoff are as follows:

Benefit Services

Notify laid

-off staff members of their right to convert to an

individual health insurance

COBRA policy.

Benefits Resource

Specialist

Review

available benefits for laid-off staff members.

Ensure that the appropriate forms

are provided to the staff

member.

Case Manager

Work with supervisors

to identify a laid-off staff member's

area of competence.

When a staff member is on layoff status,

provide support and

assistanc

e in helping to a) obtain information about benefits

and services and b) identify career goals and job search

strategies (see the

"Case Manager" segment of this

document.

College/Unit Human

Resources

Representative

Review

and /or propose final layoff plans to the unit head.

May consult with a representat

ive of the Workforce Policy and

Labor Relations

section of the Division of Human Resources.

Submit agreed upon layoff proposal for required central

review, consideration, and approval.

Prepare and retain

written layoff plan documentation.

Identify and notify a case manager

for a laid-off staff member.

When appropriate, act as case manager

to laid-off staff

members.

Provide advice, guidance, an

d assistance throughout a staff

member's layoff period

Former Supervisor

Provide timely notification of layoff to affected staff members.

When appropriate, act as case manager

to laid-off staff

members.

Give an accurate reference on laid

-off applicants to

prospective employers.

Hiring Supervisor

Interview all laid

-off staff members who are qualified and

apply for open positions

Give appropriate

preference to laid-off staff members who

apply for positions

Staff Member

During the layoff period

, conduct regular job searches.

During the layoff period

, provide accurate and timely

information to

the case manager.

Unit Head

Responsible for determining which, if any, positions will be

affected by layoff, the number of staff members to be laid off,

and the positions to be eliminat

ed.

Notify an affected individual of a reduction in his or her hours

worked.

Consult with the staff member's supervisor,

the college/unit

human resource

s representative, and the case manager

throughout the layoff process.

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Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF: RESPONSIBILITIES, CONTINUED

____________________________________________________________________________________________________________________________________________

Workforce Policy and

Labor Relations

(WPLR)

Consult with staff members and the

college/unit human

resource

s representatives regarding administration of this

policy.

When appropriate, act as case manager

to laid-off staff

members.

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Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

AYOFF

ACKAGE

Role of the Laid-off Individual

 Identify internal employment opportunities by reviewing the Jobs at Cornell

intranet site and other resources on a regular basis and apply as directed in the

job advertisement, in a timely manner, to positions for which the staff member

is qualified.

 Identify external employment opportunities through local resources and apply

as directed in the job advertisement, in a timely manner, to positions for which

the staff member is qualified.

 It may be desirable to discuss positions of interest with the case manager

before submitting application materials. This may assist in selecting positions

that best match the staff member's skills and abilities.

 Request a letter of reference from the supervisor and/or unit head, which will

identify strengths and assist in the job search. For suggestions on how to

handle this request, contact the case manager or college/unit human resources

representative.

 Review benefits. An appointment with a human resources services and

transitions counselor may be set up upon request.

Role of the Hiring Supervisor

In support of the university's efforts to reemploy laid-off staff, when a laid-off staff

member applies for an open position, the hiring supervisor will:

 Offer an interview to all laid-off applicants who meet the qualifications for the

open position.

General Comments

Upon layoff, the staff member will receive a layoff package composed of three

elements: job search assistance, severance pay, and benefits/services. These

elements are described in the paragraphs that follow.

Job Search Assistance

When notified of layoff, the staff member will receive assistance in the search for

another position. These services may be provided internally or through an

outplacement agency, as determined by the college/unit human resources

representative and the case manager. The ability of the unit to pay for outplacement

services and the type of position held will be important considerations when

deciding the scope of these services. The section below outlines the responsibilities

of the laid-off individual, of the college/unit human resources representative, and

of the case manager.

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Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF PACKAGE, CONTINUED

____________________________________________________________________________________________________________________________________________

 Consider whether the conditions outlined in the "Probationary Period as a

Condition of Hiring" segment of this policy are appropriate.

Role of the College/Unit Human Resources Representative

The college/unit human resources representative may help with the following:

 Identifying possible opportunities within the college/unit

 Facilitating application process within the college/unit

Role of the Case Manager

The case manager will provide support and assistance in helping to obtain

information about benefits and services available, and identify career goals and job

search strategies. Generally, the case manager will begin working with the staff

member from receipt of layoff notice. This assistance will continue until the staff

member secures regular full-time or part-time employment inside the university,

the outplacement agreement ends, or six months from the date the services are

engaged, whichever comes first. The case manager will be determined by the

college/unit human resources representative and may be the college/unit human

resources representative or designee or an outplacement agency.

The case manager may help the staff member with the following:

 Understanding the application process

 Pursuing appropriate open positions within the university

 Arranging for skills and/or career assessment

 Identifying training opportunities

 Reviewing cover letter and résumé

 Improving interview skills

Note: Regardless of the expiration date of case management services, the layoff

period begins on the effective date of layoff and ends one year from the effective

date of layoff, or when the individual is hired into a regular position inside the

university, whichever is earlier.

Probationary Period as a Condition of Hiring

During the layoff period, a hiring supervisor may offer a laid-off individual an

exempt or nonexempt position with the stipulation that a probationary period be

served. The following conditions apply:

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Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF PACKAGE, CONTINUED

____________________________________________________________________________________________________________________________________________

 The probationary period will be up to 90 calendar days, with possible 30-

calendar-day extension

 The details of the probationary period (including the specific length) are stated

in the offer letter as a condition of the appointment, and thereby deemed

agreed to upon the individual’s acceptance of the position

 Note: The provision of Human Resources Policy 6.11.2, Probationary Period

that states the length of the probationary period is 90 calendar days, may be

waived under University Policy 6.12, Separations, Voluntary and Involuntary

(Including Layoff), and a shorter probationary period may be imposed, as stated in

the accepted offer letter. The probationary review form should be used to formally

document the end of the probation.

Except in cases of misconduct, if the staff member does not pass probation, he/she

will be returned to layoff status to complete any time that remains in the layoff

period.

Recall from Layoff

If the former position (i.e., same university job title, pay band, duties, and

responsibilities and requiring the same qualifications) of the staff member(s) on

layoff is reinstated within the same unit during the individual's layoff period, the

recall decision will be based on the same criteria used for making layoff decisions

(see the “Criteria for Selecting an Individual” in the “Layoff Procedures” section

of this policy). If recalled, the individual(s) will return at least at the same salary

level as their former position and will be eligible to enroll in the benefit

program(s) available at the time of recall.

 Note: The department reserves the right to consider prior performance when

determining if a laid off staff member will be recalled.

Severance Pay

The purpose of severance pay is to provide some financial assistance to staff

members to help them deal with the initial difficulties that may result from the loss

of employment. It is not intended to be recognition of years of service with the

university.

Therefore, staff members who accept a regular position at Cornell that will begin

within two weeks of their effective date of layoff are not eligible for severance

pay.

Note: In certain cases, when the university transitions work to another employer,

employees affected by the transition who accept employment with the new

employer may be ineligible for coverage under the layoff and severance pay

provisions of this policy. Factors that will be assessed on a case-by-case basis by

Cornell Policy Library

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Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF PACKAGE, CONTINUED

____________________________________________________________________________________________________________________________________________

the human resource (HR) representative in conjunction with appropriate

college/unit leadership include continuity of employment after the transition,

business circumstances underlying the transition, and comparability (e.g., salary

and benefits) of the successor positions.

Staff members who are laid off under the provisions of the “Layoff” sections of

this policy will receive severance pay at the rate of one week of pay per year of

continuous service, not to exceed 24 weeks. Severance pay is calculated at the rate

of the staff member’s regular base pay at the time of written notification, and is

issued as a lump sum payment.

 Caution: Severance pay is a unit cost.

 Note: If a staff member has been laid off previously and received severance

pay for prior service, and then rehired and subsequently laid off, he or she will not

receive severance pay for the same period of service.

Term Appointments Severance Pay

Staff members on term appointments who are eligible for layoff will receive

severance pay equal to their pay for the remainder of their term or based upon

their years of continuous service, whichever is less.

For example, if an employee has worked 4 1/2 years of a five-year term and will

be placed on layoff status, to determine their severance pay, consider the

remainder of their term, which is six months (pay would be equal to six month’s

salary) and their years of service, which is 4 1/2 years (pay would be equal to 4 1/2

weeks salary). In this case, the 4 1/2 weeks salary is less than the six months

salary, so the severance pay amount would be 4 1/2 weeks.

Note: When granting agencies allow compensation only for work performed,

staff members will be given extra notice up to 24 weeks, depending on their years

of continuous service, in lieu of severance pay. If they do not find other

employment at Cornell by the effective layoff date, any unearned portion of the

severance pay will be paid in a lump sum as of that date, calculated at the rate of

the staff member's regular base pay at the time of written notification.

Sponsored Fund Severance Pay

When a position is funded 50 percent or more by sponsored funds and is not a term

appointment, notice and severance pay may be handled in one of two ways:

1. Thirty calendar days formal notice plus one week of severance pay for every

year of continuous service, not to exceed 24 weeks, or

2. If the employee has

Cornell Policy Library

Volume 6, Human Resources

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Resources Officer

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Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF PACKAGE, CONTINUED

____________________________________________________________________________________________________________________________________________

 Thirteen or fewer years of continuous service: 90 calendar days notice

period in lieu of severance pay is required;

 More than 13 years of continuous service: 90 calendar days notice period

plus additional notice or severance pay of one week per year(s) of

continuous service over 13 years is required.

Maximum total notice or notice plus severance pay (including 90 calendar days) is

24 weeks.

 Note: When granting agencies allow compensation only for work performed,

staff members will be given extra notice up to 24 weeks, depending on their years

of continuous service, in lieu of severance pay. If they do not find other

employment at Cornell by the effective layoff date, any unearned portion of the

severance pay will be paid in a lump sum as of that date, calculated at the rate of

the staff member's regular base pay at the time of written notification.

Benefits and Services

Staff members are entitled to a continuation of certain benefits. For information

on university contract college and endowed benefits, refer to "Benefits According

to Job Status" at hr.cornell.edu/benefits-pay/benefits-enrollment

, or contact

Benefit Services by e-mail or telephone (see the “Contacts” section of this

document). Refer to Table 1 below for other services available to staff on layoff

status.

Caution: Failure to make any required premium payments on any benefit will

result in the discontinuation of that benefit.

Table 1

Other Services, Layoff

Faculty and Staff Assistance Program

(FSAP)

During the layoff period, staff members are eligible to use FSAP services.

Network Identification and Access

During the layoff period, network identification and access to Cornell's computer services remain

active, and the laid-off staff member is expected to abide by the terms of applicable university

policy. Upon acceptance of a position outside the university, or when the layoff period expires,

network identification will be deactivated.



Note: Each unit reserves the right to restrict or deactivate access to electronic local and

administrative systems as necessary.

Parking Permits/Transit Passes

The laid-off staff member is permitted to park, free of charge, in the "A" parking lot, during the

layoff period. Parking permits for other lots must be returned to Transportation Services, which

will issue an "A" lot permit. OmniRide transit passes may be used until the current pass expires

(June 30 or December 31). Out-of-county transit pass holders must pay the remaining balance due

for that six-month period. Transit passes may not be renewed upon expiration.

Health and Personal Leave

If the laid-off staff member is hired into a regular position during the layoff period, health and

personal leave accrued before the layoff will be restored.

Unemployment Insurance

The Department of Labor has established an automated system to apply for unemployment

Cornell Policy Library

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Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

LAYOFF PACKAGE, CONTINUED

____________________________________________________________________________________________________________________________________________

insurance. Call toll-free 1-888-209-8124 or go to http://www.labor.ny.gov/ to apply.

University Identification Card

The university ID card is retained throughout the layoff period, and entitles the laid-off staff

member to the privileges that the card confers, including the use of libraries. To retain access to

libraries, go to the Access Services' office in 101 Olin Library, where a library card will be issued.

Vacation

Unused, accrued vacation will be paid in a lump sum.

Wellness

The laid-off staff member is eligible to enroll in this program during the layoff period. Contact

program staff for cost and availability.

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Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

HORT

TERM

AYOFF

Decision to Adjust

Workforce

Decisions to adjust the workforce are the responsibility of the head of the unit.

College/unit human resources representatives and/or consultants from the

Workforce Policy and Labor Relations office should be consulted early in the

process to ensure that these decisions are made in an equitable and consistent

manner. Short-term workforce adjustments of up to three months may result

due to changes in business needs, including, but not limited to, the availability

of funding or a reduction in available work.

Staff members impacted by such a workforce adjustment are

placed on short-term

layoff without

pay (for information regarding the use of vacation accruals during a

short-term layoff, see Table 2, below.)

Workforce adjustments that exceed three months are considered indefinite layoffs

and are subject to the provisions outlined in the “Layoff” sections of this policy.

Notice Period

A staff member should receive a written notice at least 30 calendar days prior to

the effective date of the short-term layoff. Such a notice should include the specific

period of temporary layoff, including anticipated return-to-work date for the staff

member. During the notice period, the staff member will generally remain on the

unit’s active payroll and continue to work until the effective short-term layoff date.

If extenuating circumstances prevent a 30-calendar day notice, written notice

should be provided to the staff member as soon as possible.

Note: Once a decision is made regarding short-term layoff, it is recommended

that the staff member be notified of the pending short-term layoff as early as

possible.

Benefits and Services

Staff members are entitled to a continuation of certain benefits while on short-

term layoff provided they met the eligibility requirements for each particular

benefit at the times of their layoffs. For information on university contract

college and endowed benefits contact Benefit Services by email or telephone

(see the “Contacts” section of this document). Refer to Table 1 below for

other services available to staff on short-term layoff.

Caution: Failure to make any required premium payments on any benefit will

result in the discontinuation of that benefit.

Applicability

This policy applies to nonacademic regular staff members who work full- or part-

time, including those on term appointments.

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Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

SHORT-TERM LAYOFF, CONTINUED

____________________________________________________________________________________________________________________________________________

Table 2

Other Services, Short-term Layoff

Network Identification and Access

During the short-term layoff period, network identification and access to Cornell's computer services

remain active, and the staff member is expected to abide by the terms of applicable university

policy.



Note: Each unit reserves the right to restrict or deactivate access to electronic local and

administrative systems as necessary.

Parking Permits/Transit Passes

The staff member is permitted to park, free of charge, in the "A" parking lot, during the short-term

layoff period. Parking permits for other lots must be returned to Transportation Services, which will

issue an "A" lot permit. OmniRide transit passes may be used until the current pass expires (June 30

or December 31). Out-of-county transit pass holders must pay the remaining balance due for that

six-month period. Transit passes may not be renewed upon expiration.

Health and Personal Leave

A staff member will not accrue and may not use accrued health and personal leave while on a short-

term layoff. Health and personal leave accrued prior to the short-term layoff will be restored upon

return to work.

Unemployment Insurance

The Department of Labor has established an automated system to apply for unemployment

insurance. Call toll-free 1-888-209-8124 to apply.



Note: Reporting to the local unemployment

office is no longer necessary. If your short-term layoff occurs between academic terms or semesters,

this may impact your eligibility for unemployment insurance benefits.

University Identification Card

The university ID card is retained throughout the short-term layoff period, and it entitles the staff

member to the privileges that the card confers, including the use of libraries. To retain access to

libraries, go to the Access Services' office in 101 Olin Library, where a library card will be issued.

Vacation

A staff member who is notified of an upcoming short-term layoff may request to use accrued

vacation, in accordance with University Policy 6.9, Time Away from Work: Vacation. The

supervisor must approve such arrangements. If approved, the effective date of short-term layoff will

be the first day after the use of vacation time ends. Any accrued vacation time not used will be

restored upon return to work. Vacation time will not accrue while a staff member is on short-term

layoff.

Wellness

The staff member is eligible to enroll in this program during the short-term layoff period. Contact

program staff for cost and availability.

1. The period of short-term layoff is less than thirty calendar days.

2. He or she is placed on short-term layoff within seven calendar days:

 Of the upcoming university holiday, or

 Immediately before the last day of final exams before the start of the

winter holiday

3. He or she is placed on, or recalled from, short-term layoff during the

university holiday.

4. He or she is recalled from short-term layoff within seven calendar days:

 After the end of the university holiday, or

 After the first day of regular classes following the winter holiday

Holiday Pay

A staff member on short-term layoff shall be eligible to receive holiday pay for

university holidays if the situation meets one of the following criteria:

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Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

SHORT-TERM LAYOFF, CONTINUED

____________________________________________________________________________________________________________________________________________

Acceptance of Temporary

Employment During

Short-Term Layoff

Acceptance of temporary or casual employment, inside or outside of the university,

will not affect the short-term layoff period. For information about benefits during

temporary employment while on short-term layoff, contact the Benefit Services

office at 255-3936.

Failure to Return

A staff member's failure to return to his or her regular Cornell employment when

the short-term layoff ends will result in termination of employment. For

information applicable to your individual situation, contact your college/unit

human resources representative or designee. Contact the Benefit Services office for

information regarding benefits upon termination.

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Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

ORMS AND

OOLS

Name

Description

Sample Layoff Letter Sample layoff letter for notifying employees of layoff status.

Cornell Policy Library

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Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

____________________________________________________________________________________________________________________________________________

Absences ....................................................................... 7

Accruals ................................................................ 25, 26

Affirmative Action ..................................................... 13

Applicability ......................................................... 10, 25

Approval ............................................................... 14, 16

Bargaining unit ............................................... 1, 4, 7, 25

Bargaining unit staff ..................................................... 1

Benefit services .......................................................... 17

Benefits ................ 4, 5, 10, 12, 17, 20, 21, 23, 25, 26, 27

Career services .................................................. 5, 12, 19

Career Services ....................................................... 5, 19

Case manager .......................5, 12, 14, 15, 16, 17, 18, 20

Casual employment .......................................... 5, 12, 27

COBRA ...................................................................... 17

College ................................................ 4, 5, 6, 11, 16, 20

College/unit human resources representative 1, 4, 5, 11,

13, 14, 15, 16, 17, 18, 20, 23, 25, 26

Complaint and Grievance Procedure, Employee ........ 16

Computer services ................................................ 23, 26

Contacts ........................................................................ 4

Cooperative agreement ................................................. 6

Credited service .................................... 4, 13, 22, 23, 25

Criteria ........................................................................ 13

Dean ........................................................................ 1, 13

Definitions .................................................................... 5

Department ................................. 1, 6, 13, 15, 16, 23, 26

Department Head .......................................................... 1

Division ........................................................................ 6

Division of Human Resources .................... 4, 13, 17, 25

Documentation ................ 7, 8, 10, 11, 12, 13, 15, 17, 21

Documents, related ....................................................... 4

Endowed ........................................................... 4, 23, 26

Exceptions .................................................................... 4

Exempt ................................................................ 7, 8, 21

Faculty and Staff Assistance Program (FSAP) ........... 23

Forms .......................................................................... 17

Full-time ................................................................. 5, 20

Government .................................................................. 6

Grants and contracts ..................................................... 6

Grievance .............................................................. 14, 16

Hiring supervisor ...................................... 17, 19, 20, 21

Holiday .............................................................. 8, 26, 27

Identification card ................................................. 24, 26

Indefinite appointment .................................................. 5

Insurance ............................................................... 17, 26

Job placement .............................................................. 16

Job search ........................................................ 15, 17, 20

Layoff package ............................................ 5, 10, 11, 12

Layoff period .... 5, 10, 11, 12, 15, 17, 21, 23, 24, 26, 27

Layoff status .................................. 11, 15, 17, 21, 22, 23

Length of service ............................................. 13, 15, 16

Library .................................................................. 24, 26

Minority ...................................................................... 13

Network identification .......................................... 23, 26

Nonacademic employees ......................................... 1, 10

Nonexempt staff .................................................. 7, 8, 21

Notice period ............................................. 15, 16, 23, 25

Offer letter ................................................................... 21

Ombudsman ................................................................ 17

OmniRide .............................................................. 24, 26

Organizational Development and Employment Services

................................................................................ 18

Outplacement ................................................................ 5

Parking permit ....................................................... 24, 26

Part-time ............................................................ 5, 10, 20

Pay band ................................................................ 13, 15

Payroll ................................................. 5, 7, 8, 15, 16, 25

Principal investigator .................................................. 13

Probationary period ........................................... 4, 20, 21

Program ....................................................... 6, 13, 24, 26

Project director ............................................................ 13

Property, university ..................................................... 16

Reassignment .............................................................. 11

Recall from layoff ....................................................... 21

Reemployment .............................................................. 5

Regular employment .. 1, 5, 6, 10, 11, 12, 16, 20, 22, 23,

24, 25, 27

Reorganization .................................................. 5, 11, 15

Responsibilities ......................................... 12, 14, 17, 21

Résumé ........................................................................ 20

NDEX

Cornell Policy Library

Volume 6, Human Resources

Responsible Executive: Vice

President and Chief Human

Resources Officer

Responsible Office: Workforce

Policy and Labor Relations

Originally Issued: September 1998

Reissued: October 8, 2007

Last Full Review: May 8, 2018

Last Updated: May 8, 2018

Policy 6.12

Separations, Voluntary and Involuntary (Including Layoff)

________________________________________________________________________________________________________________________________________________________________

INDEX, CONTINUED

________________________________________________________________________________________________________________________________________________________________

____________________________________________________________________________________________________________________________________________

Retirement .................................................................... 7

Retraining ................................................................... 10

Review ................................................ 13, 14, 16, 17, 21

School ........................................................................... 6

Severance package ...................................................... 12

Severance pay ......................5, 10, 12, 15, 16, 21, 22, 23

Sick leave.............................................................. 24, 26

Sponsored funds ............................................... 6, 15, 23

Standard hours .............................................................. 8

Statutory ............................................................. 4, 8, 25

Supervisor ........................ 1, 7, 13, 14, 15, 17, 18, 20, 26

Temporary employment ......................... 5, 6, 12, 25, 27

Term appointment........................... 6, 10, 12, 22, 23, 25

Termination .............................................. 7, 8, 9, 12, 27

Training ...................................................................... 20

Transit pass ........................................................... 24, 26

Transportation Services ......................................... 24, 26

Unemployment insurance ..................................... 24, 26

Unit administrator ......................................................... 1

Unit head ............................................................... 17, 18

University leave ............................................................ 7

University Leave of Absence ........................................ 7

Vacation ...................................................... 8, 24, 25, 26

Waiver of search ......................................................... 20

Wellness ................................................................ 24, 26

Workforce Diversity and Inclusion ....................... 10, 13

Workforce Policy and Labor Relations (WPLR) ... 4, 10,

11, 14, 17, 25

Written notice .................................................. 14, 15, 25