Handbook of Operating Procedures > Series 400 Budget, Finance and Operations > 4.19.3 Reduction in Force

4.19.3 Reduction in Force

A. Purpose

The purpose of this policy is to provide guidelines and procedures for implementing a reduction in force that affects classified employees of The University of Texas at Tyler and The University of Texas Health Science Center at Tyler (collectively, the “University”). 

B. Authority/Persons Affected

Persons affected: All employees

C. Definitions

N/A

D. Policy and Procedures

The University's leadership may establish the need for a reduction in force for reasons of financial exigency, institutional reorganization and/or absence of work. The University's President and the Chief Human Resources Officer (CHRO) will review and approve all final reductions-in-force.

Employees impacted by this policy will be provided with a copy of this policy during the exit process and may be eligible for rehire at the University, contingent upon qualifications and acceptable work record at the time of separation and rehire.

Positions held by individuals who are on any type of leave of absence, such as Family Medical Leave or Worker's Compensation, may be included in the reduction process and will be treated as working in active employment status.

Reductions for faculty positions will follow Regents Rules.

1. Reduction in Force Report. When seeking or instructed to eliminate positions for the reasons stated above, leadership and department heads shall prepare a report that:
   1. Identifies the reasons for implementing a reduction in force.
   2. Identifies positions recommended for elimination.
   3. Describes why the particular positions recommended for elimination were selected.
   4. Discusses how the department's work will be reorganized, re-prioritized or otherwise managed as a result of the reduction in force.
   5. The draft Reduction in Force Report will be submitted to CHRO and Office of Legal Affairs for review.
   6. After review of the report is complete, the CHRO will submit a Reduction in Force Report to the President, who will approve, modify or disapprove the report and notify the CHRO.
2. Re-employment Support. The Office of Human Resources will provide re-employment support and assistance for any employees affected by reduction in force, including information about job openings with the University for which the employee might qualify and assistance in seeking other employment.
3. Notice for Affected Employees.
   1. During a reduction in force, an employee occupying a terminated position will be notified in writing as soon as possible.
   2. The CHRO will execute this termination notice, and the department head will provide it to the employee.
4. Nondiscrimination. All decisions under this policy will be made without regard to race, color, religion, sex, national origin, age, sexual orientation, disability or veteran status.

E. Review 

This policy shall be reviewed by the Office of Human Resources every five years or as legislation changes.