Managing salary and wage impacts due to permanent loss of funding
This webpage outlines the approaches and procedures to end or minimize employee salary and wage expenditures.
- When funding loss is permanent, begin the layoff process outlined below as soon as possible.
- When funding loss is emergent or unknown, consult with your HR Consultant.
In all cases, it is important to begin the notification processes as soon as possible because layoffs have mandatory paid notice periods.
When unsure of your next steps, do not hesitate to contact your HR Consultant.
Options for permanent funding loss
Regular staff (who have completed their probationary period)
✅ Layoff (Position Elimination)
✅ FTE Reduction (Considered a “layoff” for classified staff)
Regular Staff (in their probationary period)
✅ Probationary Period Separation
Nonpermanent, Intermittent, PSTP, Other Temporary Staff
Research and Without Tenure (WOT) Faculty
Fully-Tenured Faculty or Faculty on Annual or Multi-Year Term Appointments
✅ No HR Action (Must find other funding unless self-initiated FTE reduction)
Salaried Postdoctoral Scholars
✅ Layoff (Permanent FTE Reduction)
AFT Extension Lecturers
✅ Layoff (Position Elimination)
✅ Layoff (Permanent FTE Reduction)
✅ Probationary Period Separation
SEIU 925 Librarians
✅ Layoff (Position Elimination)
Salaried and Hourly UAW ASEs
✅ Layoff (Position Elimination)
✅ Layoff (Permanent FTE Reduction)
Student Hourlies (non-ASE)
✅ End Employment and Position Elimination
Stipend Recipients
Procedure
- Contact your HR Consultant. UWHR has developed streamlined processes for layoffs and permanent FTE reductions. After consultation your HRC will provide you with guidance about next steps:
- Complex layoffs: For layoffs that shift some work to remaining staff and which may require the development of new job descriptions and the evaluation of restructured positions, your HRC will work with you to produce a reorganization memo. HRCs will also facilitate communicating position reviews to the Compensation Office for expedited processing.
- Basic layoffs: For layoffs when the reason applies to everyone equally, e.g., grant expiration, HRCs will provide a more streamlined approach.
- Return your completed spreadsheet to your HR Consultant.
- Your HR Consultant will review, evaluate considerations, and include confirmation that:
- Bargaining unit-covered work is not going to positions outline the bargaining unit (skimming)
- Seniority is appropriately applied as part of decision-making (least senior first) by job profile for classified and contract covered positions (except for UAW RSEs)
- Decisions are not based on protected categories.
- Notification. Your HRC will provide you with a notification template to use. Layoffs have a longer notice period that varies by employment program or collective bargaining agreement as outlined on the Layoffs and ending employment due to lack of work or funding webpage.
- Workday entry. Units are responsible for entering involuntary terminations (layoffs) and permanent FTE reductions in Workday.
Change in funding or conditions
If funding becomes available or conditions change, contact your HR Consultant, who will work with you on a notification that informs employees of a change in the status of their permanent layoff.