A layoff is a reduction in the workforce due to lack of work or lack of funding.

A Reduction in Force (RIF) refers to the permanent elimination of a position, reducing overall headcount. A Layoff is a type of RIF due to lack of work or funding and may involve reducing an employee’s work percentage or eliminating their position.

A layoff should not be used for constructive discharge or punitive purposes. However, some collective bargaining agreements do have provisions for more senior employees with unsatisfactory records to be laid off before less senior employees with satisfactory records. An employee shall not be considered unsatisfactory until the employee’s performance is determined to be unsatisfactory in TWO CONSECUTIVE evaluations, in accordance with collective bargaining provisions.

Support Staff employees are eligible for layoff, see Support Staff Policy & Procedure for Layoff or Reduction in Force.

No, probationary employees are not eligible for layoff.  Units make the appropriate termination decisions based on business needs. 

An APA “Off-Date” employee who has been in a position for at least 5 years is an exception to this. Though off-date employees are not typically eligible for university layoff procedures, AP off-dated positions with 5 years or more of service in the same position are eligible for layoff. All other end dated positions are not eligible for layoffs.   

Definition of Off date: The latest date the employee is intended to work. It may be extended by written mutual agreement.  

see Support Staff Policy & Procedure for Layoff or Reduction in Force

No, temporary, on call and student employees are not eligible for layoff. Units make the appropriate termination decisions based on business needs. 

Units are charged with determining which positions will be eliminated. Collective bargaining agreements and university policy determine which employees may be impacted by the position eliminations. The incumbent in a position to be eliminated may not necessarily be the employee impacted by the position elimination.

Employees receive notice as shown in table below. When circumstances allow, employees may be given greater notice.

Yes, you can hold an on-call or temp position while in an unpaid layoff status.

No, you cannot perform the same responsibilities as your previous full-time position in an on-call or temp position while on layoff.

Layoff/Bypass rights can last up to two years from the effective layoff date based on the provisions of your collective bargaining agreement. 

No. Unpaid leave ending in retirement must be voluntary. There should not be any initiated conversation or influence by the supervisor, administrator, or otherwise regarding retirement. The employee may request an unpaid leave ending in retirement. If the individual requests such a leave, service credit would accrue during the leave, allowing the employee to officially retire at the end of leave. Also note, vacation and sick leave accruals are paid out at the beginning of the leave—vacation payoff is funded by the unit, and sick leave payoff is funded centrally. 

* Employees are eligible for leave to retire when they are within two years of meeting the official retirement requirements: 25 years or 15 years/age 62, may be approved for an unpaid leave of absence ending in retirement.

No . There  should not be any initiated conversation or influence by the supervisor, administrator, or otherwise  regarding  retirement.  

It depends.  It may be an option to return them to the 100% if they had been reduced  provided  no other RIF and/or Layoff actions conflict with  the change ,  and so long as the change follows the  Support Staff Change of Status process  including budgetary appro val.   

No, it is  not permissible to reduce the employment percentage of a transferred employee in  layoff circumstances .   

Units initiate layoffs by emailing the Support Staff Layoff to: SupportStaffLayoffs@hr.msu.edu. 

• Checklist
• Layoff spreadsheet
• Reason and justification for the layoff
• Job descriptions of affected employees
• Most recent organizational chart
• Notice period plans (working or administrative leave)

• HR reviews submitted documents and runs a seniority report.
• HR consults union contracts and policies to identify impacted employees.
• HR coordinates with union leaders and notifies the unit when to issue the layoff notice.

A probationary employee that is impacted by a reduction in force or budget reduction is not eligible for layoff. Instead, their employment is terminated without rights to recall.

Neither university policy nor collective bargaining agreements require any notice period, however MSU Human Resources will support up to a 30-day notice in such situations, provided employment is termed prior to their expected probation ending date.

Notice is to be provided by the unit in a written memo that also includes the university EIN and unemployment account number so the employee may apply for unemployment benefits. A template is available from MSU HR. 

• Use a private, neutral setting or the employee’s usual communication method.
• Avoid Fridays to ensure support resources are available.
• Be empathetic, clear, and aligned with leadership messaging.
• Provide written documentation to support verbal communication.

In some circumstances, employees may be placed on paid administrative leave for the notice period, receiving full compensation and benefits. Units must coordinate with HR to implement this.

Employees may choose to:

• Receive a lump sum payout of unused vacation.
• Run out vacation time post-layoff. MSU’s benefits contributions vary based on the option selected.

It depends.  If paid out in a lump sum, they are funded centrally. If vacation is paid out by continuing someone on payroll, it is funded by the department.  

In accordance with the negotiated language in the APA and APSA collective bargaining agreements, employees with 6+ years of service may be eligible for layoff transition adjustment payment (LTAP). LTAP = (Annual Wage ÷ 52) × Weeks of Pay (based on seniority)

Bumping is a provision in some collective bargaining agreements, that allows a more senior employee to displace a less senior one in the same classification/level, within a unit or across units, depending on the agreement. Bumping provisions apply to CTU, 1585, SSTU, and 324 contracts. HR verifies qualifications of impacted employees and manages the bumping process.

For employees in positions covered by collective bargaining agreements that do not include bumping provisions, the least senior employee is laid off. Additional provisions for APA/APSA employees may include mandatory bypass interviews for those who meet the contractual qualifications.

For each union group, there are specific deadlines for the following as it relates to the current budgetary reduction plans:

• Template submission
• HR review
• Notice issuance
• Effective layoff date

HR has implemented virtual office hours for units who have questions related to the impact of budget reductions and layoffs in their unit.  These hours are scheduled in July and will be available for drop-in participation. Details and Zoom links will be shared via follow-up communication and posted online. 

MSU’s contribution to benefits will end on the last day of the month in which you receive regular pay, or if you elect to runout your vacation time, the last day of the month in which your vacation runout ends, whichever comes later.

• FSA and DCSA funds will end on the last day of the month in which you receive regular pay, or if you elect to runout your vacation time, the last day of the month in which your vacation runout ends , whichever comes later. You cannot use these funds after that time.
• Health FSA will have a COBRA offer sent.  If elected, this extends the enrollment period to submit claims. MSU Human Resources directs bills once COBRA is elected. 

Yes, you can continue many of your benefits by self-paying for up to two years from your effective layoff date. Health, dental, optional EE paid life, spouse life, child life, and AD&D are direct billed by HR. Voluntary benefits are direct billed by the respective vendor.

If you elect to  exhaust  vacation accruals:   

• You will be paid in the same manner as your normal payroll (either bi-weekly or monthly) until your accruals are exhausted.    

• MSUs contributions towards your health benefits will remain active through the end of the month in which you were last paid.    

• It may impact your eligibility for unemployment benefits.   

• You will not accrue additional accruals during the vacation exhaust period.  

• To be paid for a holiday that takes place during the vacation exhaust period, you must use vacation accruals.   

If you  choose a lump sum  payment:   

• You will be paid in accordance with the vacation payout policy / procedures.    

• MSUs contributions towards your health benefits will terminate at the end of the month in which you were laid off.    

You will get paid for any unused vacation time in accordance with university policy and applicable collective bargaining agreement provisions. You will not get paid for any unused personal or personal observance time. Upon retiring from the university, you may be eligible to be paid out for a portion of your sick time accrual.

You will receive your final paycheck on the normal bi-weekly or monthly pay schedule following your last day of work or vacation time run out.

Payouts may take four to six weeks. When the payout is completed, the employee will be paid out on the normal bi-weekly or monthly pay schedule.

Yes.  Y our vacation payout will be calculated based on your most recent rate/salary.   

It depends. Confidential Admin Professionals, APA, and APSA employees, who have at least 6 years of seniority at the time of layoff and meet the eligibility requirements set forth in university  policy  and collective bargaining agreements, shall be eligible for LTAP in accordance with their contractual provisions.   

Employees are eligible for a transition adjustment payment who have been laid off for at least 120 days (APA) or at least 90 days (APSA) and have terminated their employment.  *Those who elect and accept a LTAP payment are no longer eligible for recall. 

No.  Y our  department will confirm and initiate payment for any remaining applicable compensatory time you may have as of your last working day of employment. Payout of this time will be a lump sum  in accordance with  submission of a Special Payments Authorization Form and process. 

It depends.  

In accordance with the provisions of the CTU collective bargaining agreement:  

• Limited-term employees whose appointment is not continued or is ended before the termination date  will  receive severance pay of one (1) normal week's pay for each year of university service to a maximum of five (5) weeks. The first year shall be based upon a minimum of ten (10) months’ service. Monies due will be paid as salary continues until the maximum is reached or the employee is reemployed. Benefits shall not be continued past the termination date of the limited-term appointment, except as required by law.    

•   No severance payment  is applicable to those leaving the University because of retirement, industrial injury, illness, resignation, or discharge.   

•  If reemployed in a limited-term position, employees shall retain credits for all salary continuances not used.

Yes. Employees who are laid off have up to two years of layoff and bypass rights. If you are re-employed at MSU in a benefits-eligible position during that time, your seniority will be restored.

• Depending on the provisions of your collective bargaining agreement, you may be contacted by the Support Staff Layoff Team when a recall position becomes available.
• Laid off APA and APSA employees should monitor job postings and contact the layoff team to request a mandatory interview for any position they have applied for.

• APA/APSA employees need to apply to positions that they are interested in to be eligible for bypass. Following the application, notify the layoff team, supportstafflayoff@hr.msu.edu you have applied in order to receive a mandatory interview.
• CTU employees will work with a member of the Layoff Team to locate possible bypass placement opportunities.
• All other employees should refer to the language in their collective bargaining agreements. 

Current and former university employees who meet the eligibility and qualification requirements may draw state unemployment insurance benefits during periods of unemployment or underemployment. Eligibility for benefits under the Michigan Employment Security Act is determined solely by the Unemployment Insurance Agency (UIA).

Individuals may file a claim for benefits with the UIA at michigan.gov/UIA or via phone at 1-866-500-0017. MSU HR Unemployment Coordinator, Anne Czajkowski, can be reached at 517-884-0103 or czajkow9@msu.edu for any questions.

Please reach out to one of the retirement specialists in MSU Human Resources for guidance.

You could be eligible for LTAP at the time of retirement. Your retirement specialist will be able to assist with this process.

Yes, employees have access to the EAP for six months following the end of the month in which they were laid off.  EAP offers mental health counseling services free to employees for up to six sessions per event. 

In accordance with university policy, employees will generally have access to their email while in layoff status.

You are encouraged to check the careers website weekly at: www.careers.msu.edu .Your HR analyst will also review upcoming positions and reach out regarding positions for which you may be interested in applying.

If you are currently receiving tuition assistance, you will have extended access for up to six months after the layoff effective date.

If your spouse and or dependent child(ren) are already enrolled at MSU using tuition assistance, their eligibility will be extended for the upcoming full semester (fall, spring, summer) after the employees layoff effective date.  SHOULD READ: The tuition benefit will continue through the semester in which the layoff occurs.