Delta State University Policies

Reduction in Work Force – Non-Faculty

 
This policy describes the employment status and conditions of affected Delta State University staff employees in the event of a reduction in force.
 
Non-faculty reduction in work force may be required in the event of:
  • reorganization of department, division, or unit;
  • changes in departmental organization or services; or
  • elimination or reduction in funding.
 
Employee: This generally includes faculty and staff employees who are working on paid appointments by the University. It generally excludes students or temporary employees. For specific information on who is considered an employee, contact the Human Resources Department. 
 
Supervisor: An employee designated by management who exercises major supervisory functions over another employee or employees. These functions include hiring, evaluating, assigning work, and disciplining employees.
 
 
Non-faculty reduction in work force may be required in the event of:
  • reorganization of department, division, or unit;
  • changes in departmental organization or services; or
  • elimination or reduction in funding.
  1. The President shall determine those areas of the University whose budgets must be reduced. This determination shall be based upon a systematic allocation of budget reductions and shall be rationally related to the essential needs and priorities of the University, both academic and non-academic.
 
  1. Each Administrative Officer will review all non-faculty positions within his or her area of responsibility and provide a list of persons recommended for termination and the basis for the personnel decisions, cost savings, and effect of such terminations on the unit. Temporary and probationary employees will be terminated before non-probationary full-time employees.
 
  1. Criteria to be used by the Administrative Officer in determining which employees will be recommended for termination are as follows:
a.       importance of position to department/unit;
b.      work performance and productivity; ability to perform remaining work;
c.       protected employment status due to active military service by National Guard and Armed Services Reservist;
d.      effect on affirmative action considerations.
 
If after considering all of the above-listed criteria, two or more employees are equivalent, the person with the least continuous service with the department/unit/university will be terminated first. The recommendations for employee terminations shall be forwarded to the President and Equal Employment Opportunity Officer for review.
 
Written notification of termination shall be prepared in the office of the Director of Human Resources. The notification shall include a copy of this policy, reason for termination, effective date of termination, and availability of Human Resources Office in locating other suitable University employment. Employees selected for termination will be given a minimum 30-day notice, and the notice will be hand delivered by the administrative officer making the original recommendation for termination. 
 
Any employee receiving notice of termination pursuant to this plan has the right to appeal the decision within five (5) working days of receipt of notification of termination. Request for an appeal must be in writing and directed to the Director of Human Resources. The Director will assemble a three-person committee to review the employee’s appeal. This three-person committee shall consist of Director of Human Resources, Chair of Administrative Staff Council, and the appropriate Administrative Officer. The appeal shall be conducted either verbally or written, at the decision of the employee, and shall be conducted within five (5) days after the receipt of the request for appeal. The appeal shall be limited to a review that termination procedure was not properly followed and/or appropriate criteria applied in arriving at the decision to terminate.
 
The Appeal Committee shall forward its finding to the President, who shall make the final decision and notify the appropriate parties.
 
1.      Any employee terminated under this reduction of work force policy will be considered for re-employment for any position for which the person is qualified that becomes available during the one-year period following the final decision of termination. To be given priority, the employee must:
a.       maintain an active application with the Human Resources Office showing current address and telephone number;
b.      within five calendar days of notification, indicate in writing to the Director of Human Resources intent to accept a reemployment offer;
c.       shall report to work no later than fifteen (15) days from receipt of offer of employment. Failure to comply with the above requirements shall constitute a waiver of consideration for reemployment. 
2.      Upon termination, an employee may receive payment for up to 30 days of accrued personal leave as allowed by state law. Any unused accrued personal leave above 30 days, as well as major medical leave time, will be credited to the individual through the retirement system.
 
Health insurance coverage may be continued for a specified time as required by federal law and as outlined in the State of Mississippi Group Insurance booklet. 
 
  • None