Layoff & Reduction in Force — University of California RNs (UCSF, UC Davis & all UC)

f. Special Per Diem Scheduling – For purposes of Indefinite Layoffs, Special Per Diem Nurses who possess appropriate competencies will be scheduled based on seniority with respect to other Per Diem Nurses. 3. Notice a. When the University identifies particular Nurses to be affected by an indefinite layoff, it shall give individual written notice of the effective date of the layoff to each affected Nurse. Advance notice will be provided as follows: 1) For indefinite layoff, the University shall give thirty (30) calendar days’ notice, if feasible. 2) If less than fifteen (15) calendar days’ notice is granted, the Nurse shall receive straight time pay in lieu of notice for each additional day the Nurse would have been on pay status had the Nurse been given fifteen (15) calendar days’ notice. Pay in lieu of notice is provided for involuntary reductions in appointment rate, only up to the Nur …

2) If less than fifteen (15) calendar days’ notice is granted, the affected Nurse(s) shall receive straight time pay in lieu of notice for each additional day the Nurse(s) would have been on pay status had the Nurse(s) been given fifteen (15) calendar days’ notice. Pay in lieu of notice is provided for reductions in appointment rate only up to the Nurse(s) pre-layoff appointment rate. 3) For conversion from temporary layoff to indefinite layoff, the University shall give fifteen (15) calendar days’ notice, if feasible. 4) If the ending date of the temporary layoff is changed, the University shall give the affected Nurse such advance notice as is practicable. The Nurse shall return to work on the date provided in the notice. The Nurse shall make every reasonable attempt to return to work on the date provided in the §2.a.4. notice, above, and will notify the University in advance if unable …

A. GENERAL 1. The University shall determine when temporary, emergency, or indefinite layoffs shall occur. If, in the judgment of the University, a layoff is necessary, staffing levels will be reduced in accordance with this Article. The University shall determine the unit of layoff, and which positions are to be subject to layoff. 2. Layoffs may be emergency, temporary or indefinite and may occur because of budgetary reasons, lack of work, reorganization, or redefinition of the University’s or department’s needs. 3. A layoff is an involuntary: a. separation from employment, or b. transfer to a non-career position, or c. reduction in appointment rate of a non-probationary career Nurse. 4. When the University determines that there is to be a change in a layoff unit within the bargaining unit, it shall give the Association advance notice of at least thirty (30) calendar days, if feasible. …

salary range maximum, and at the same or higher rate of pay earned by the Nurse at the time of layoff, or 5) if a Nurse accepts a career position within the University at the same or higher salary level as determined by the salary range maximum, the same or greater appointment rate, and the same or higher rate of pay earned by the Nurse at the time of layoff. d. Recall rights, once terminated, may be reinstituted at the sole discretion of the University, upon the request of the Nurse. 5. Preference for Reemployment a. A non-probationary career Nurse who is on indefinite layoff, or who has received written notice of an indefinite layoff shall be granted preference for reemployment or transfer to any active vacant career bargaining unit position at the same campus/Laboratory from which the Nurse was laid off and for which the Nurse is qualified when the position is to be filled and is: 1) …

d. Offering career Nurses priority acceptance into existing Medical Center based training programs, including those the University provides to newly graduated Nurses. 2. Selection for Layoff a. Seniority is determined by the Nurse’s most recent date of hire into a career Nurse position at the University, including continuous employment at Mt. Zion Hospital or Santa Monica Hospital prior to acquisition by the University, and including any conversion credit as provided in Article 4, Section E.2. If two Nurses have the same date of hire, the Nurse with the lower number formed by the last four digits of their California registered Nurse license number will be considered the most senior Nurse. b. The order of indefinite layoff of Nurses in the same classification and specialty within the unit of layoff shall be in inverse order of seniority. c. The University may retain Nurses irrespective of …

e. The right to preference for reemployment continues during, but is not extended by, temporary periods of employment in casual and/or Per Diem positions. 6. Severance a. A career Nurse who has received notice of their indefinite layoff may, at the University’s sole, non-grievable discretion, be offered a choice of severance pay in lieu of preferential rehire and recall rights. Each campus/hospital department shall, in each instance of layoff where severance is being offered in lieu of preferential rehire and recall rights make this offer to all Nurses in the department affected by the layoff. Nurses will receive one week of severance for each full year of service to a maximum of sixteen (16) weeks, and shall at a minimum, be guaranteed two (2) weeks of severance pay. b. The Association will be notified if a Nurse has been offered severance rather than recall and preferential rehire righ …

If the University determines that a temporary layoff of one-hundred twenty (120) calendar days or less is imminent, it shall be implemented in accordance with the provisions of this Section. 1. Alternatives to Layoff – The University shall attempt to avoid a temporary layoff, or to ease its impact, by attempting to reassign/cancel all non-career Nurses as well as implementing the following alternatives: a. calling off registry, per diems and unit-based per diem Nurses within the layoff unit in that order, or b. temporarily reassigning the affected Nurse(s) to an alternative assignment for which they are qualified, or c. scheduling the use of compensatory time, or d. offering affected Nurse(s) the opportunity to use accrued vacation time. 2. Notice a. When the University identifies particular Nurses to be affected by a temporary layoff, it shall give the individual Nurse written notice of …

1. Alternatives to Layoff - In the event of a potential emergency layoff caused by a decrease in workload, the University shall attempt to reassign/cancel all non-career Nurses as well as: a. calling off volunteers, registry, travelers, per diem and unit-based per diem Nurses of that patient care unit impacted in that order, b. assigning alternative employment where it exists and the Nurse is qualified for the work, including, but not limited to, as a meal and break relief Nurse, or c. scheduling the use of compensatory time, or d. offering affected Nurses the opportunity to voluntarily use accrued vacation time or take a leave without pay. e. In addition, Nurses may use educational leave or take required classes in a manner consistent with Article 6. Such alternatives to emergency layoff may be provided in an order determined by the University. If, however, after seeking and implementin …