Transcript Employee Relations

Employee
Relations
UCLA Campus Human Resources
Employee & Labor Relations
Michael Beasley & Emoon Mar
May 2009
Employee Relations Office
 Provide information on UC Personnel Policies for
Staff Members (PPSM) and the Collective
Bargaining Agreements
 Assist management in drafting responses to
grievances
 Assist management in the preparation of formal
disciplinary documents
 Assist management in the preparation of layoff
documents
Continued . . .
Employee Relations Office
 Assist CHR Training via Supervisory Classes on:
 Performance Evaluations
 Navigating Staff Personnel Policies and
Contracts
 Disciplinary Process at UCLA
Progressive Discipline
Documentation
 Counseling Memo
 Written Warning
 Disciplinary Suspension
 Demotion
 Termination
Indefinite Layoff
Continued . . .
The steps for indefinite layoff are:
1. Department performs layoff analysis
2. Department prepares a “Request for Order of
Layoff” form
3. Department sends the “Request for Order of
Layoff” form to Campus Human Resources –
Policy Services (Lazetta Smith, Shirelle
Alexander & Dyanna De Alba)
4. Campus Human Resources – Policy
Services calculates seniority points
Indefinite Layoff
5. Department sends the completed layoff
proposal packet to the assigned Employee
Relations Consultant for final review
6. Supervisor meets with and gives a written
layoff notice to the employee
7. Campus Layoff Coordinator explains the “recall
rights” and “preferential rehire rights” to the
employee
Approaching the Layoff
Process - Classification
 The department determines which classifications
are to be affected as related to the functions the
unit will rely on to survive.
Approaching the Layoff
Process - Seniority
 Seniority, for layoff purposes, is defined as points
which are calculated based on full-time
equivalent months (or hours) of University
service. This means that an employee earns one
seniority point for every month they work on a
full-time basis.
 Only employment while on pay status counts
toward seniority.
 Employees with more seniority
stay and those with less are laid
off, except . . .
Out of Seniority Order
Justification Letter
 Department must determine if there are any
individuals who possess special skills, knowledge,
or abilities to perform certain functions which are
essential to the department’s survival and thus
need to be retained regardless of seniority.
 If an employee is retained with less seniority in
the job title, then department must provide a
“Memo of Out of Seniority Order Justification”
to Camus Human Resources documenting the
rationale used for retaining the “junior”
employee.
Questions?