Layoff: Preferential Rehire and Recall Rights

The information below applies to UCD non-probationary career employees who have received notice of layoff and are eligible for preferential rehire and recall.

Preferential rehire: Career employees who have been notified of layoff receive preferential consideration for any career position they are qualified and eligible for (as determined by the UC policy or collective bargaining agreement for the position held at the time of layoff). The vacant position must not exceed the salary-range maximum or percent of appointment held originally.

  • Preference begins when the employee receives written notice of layoff from the department. Employees must inform Human Resources (HR) that they are interested in re-employment. For details on this process, please see How to Use Preferential Rehire Status.
  • Preferential rehire status lasts from one to three years, depending on the applicable collective bargaining agreement, or policy.
  • Preferential rehire rights end if an employee:
    • Accepts any career position and passes the trial employment period (depending on the collective bargaining agreement)
    • Fails to respond to a written notice of an employment opportunity
    • Refuses two offers of employment for a career position for which the employee has preference
    • Resigns from University employment
    • Refuses an offer of recall

Recall: Employees may be recalled to career vacancies in the same payroll title and at the same or lesser percent of time as the position held at the time of layoff.

  • A regular status employee who has been laid off indefinitely or whose time has been reduced indefinitely shall be recalled in order of seniority into any active and vacant career position when the position is in the same classification, the same salary grade (in the event of a classification assigned to different salary grades), and the same department at the same or lesser precentage of time as the position held at the time of layoff and in accordicance with the appropriate Collective Bargaining Agreement or policy.
  • Recall rights extend for one to three years from the date of layoff, depending on the collective bargaining agreement.
  • Rights to recall end if an employee:
    • Accepts a career position and completes the trial employment period, if applicable
    • Refuses to be recalled
    • Fails to respond to a written notice of an employment opportunity
    • Refuses two offers of employment for a career position at the same or higher salary and same percent of time as the position held at the time of layoff
    • Resigns from University employment
    • Accepts a career position at the same or higher salary level and same or greater percent of time as the employee's original position
Eligibility for preference and recall is determined by UC policy and collective bargaining agreements. For specific information, refer to: Need an expert? For additional information or to request services, please contact your Employee Relations Consultant.

 

Notice: The information on this page summarizes provisions of university policies and/or collective bargaining agreements. Refer to the Personnel Policies for Staff Members (PPSM) or applicable collective bargaining agreement for full text of referenced information.

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