At times, changes in the organization result in staff members being laid off. The steps for laying off staff differ with each employment group.
Layoff help and procedures
When layoffs are being considered, the first step is to call your advisor in UBC's human resources department. The advisor will help ensure you follow the right steps for layoffs, as they differ by employee group, and they'll guide you through the process.
Some of the things your human resources advisor will ask of you:
- Identify the employee(s) to be laid off.
- Identify the cause of the layoff, i.e., a service reduction, a reorganization of work, or a technological change that will make the position unnecessary or redundant.
- Consider why the layoff is necessary, and prepare a list of business reasons justifying the layoffs.
- A revised organizational chart and current seniority list.
Employee group specifics
You should also identify which union, if any, represents the affected employee(s), and consult the relevant collective agreement.
The agreements will provide you with information on required notice periods and specific procedures. CUPE 116 – Article 11 – Layoff and recall procedure (pdf)
CUPE 2950 – Article 34 – Employment security and Article 19 – Technological, automation & other Changes (pdf)
When an employee resigns, you must enter the relevant information into Workday to avoid any overpayment. Upload a copy of the employee’s resignation letter to Workday when prompted, if applicable. For Workday resources and help visit the Integrated Service Centre.
Cover off all outstanding work-related items prior to your employee's last day. This includes ensuring the return of any UBC property including keys and equipment. There is also a resignation checklist on the employee website leaving UBC page that will remind your employee of personal items they may wish to look into before leaving the university.