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Classified Staffing Reductions Implementation of Layoffs and Bumping

Classified Staffing Reductions Implementation of Layoffs and Bumping. Long Beach Unified School District Personnel Commission. Classified Staff Reductions. The Personnel Commission is responsible for implementation of District staffing reductions which includes: Calculating seniority

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Classified Staffing Reductions Implementation of Layoffs and Bumping

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  1. Classified Staffing Reductions Implementation of Layoffs and Bumping Long Beach Unified School District Personnel Commission

  2. Classified Staff Reductions The Personnel Commission is responsible for implementation of District staffing reductions which includes: • Calculating seniority • Determining placement of affected staff • Notifying employees and sites of actions resulting from District staffing reductions • Maintaining reemployment lists • Providing Displacement Services to affected employees

  3. Education Codes Governing the Classified Layoff Process EDUCATION CODE 45298 REEMPLOYMENT PREFERENCE OF PERSONS LAID OFF EDUCATION CODE 45308 LAYOFF AND REEMPLOYMENT OF CLASSIFIED EMPLOYEES EDUCATION CODE 45117 NOTIFICATION OF LAYOFF

  4. Calculating Seniority • Seniority hours are manually calculated by Commission Staff for each employee • Seniority must be calculated for all employees within a classification • Seniority hours change with each pay period and must be recalculated • Hours worked as a substitute or additional hourly time does not count toward seniority

  5. Calculating Seniority Two ways to calculate seniority – Date of hire (Certificated) Hours worked (Classified) Seniority includes hours worked in current class plus any higher classes Example: an employee worked as a Staff Secretary - Range 19 Intermediate Office Assistant - Range 15 Office Assistant - Range 10 If bumped back to IOA, only the IOA & Staff Secretary hours count toward seniority. The Office Assistant hours are “still there” but since it is a lower classification, they wouldn’t be added.

  6. Placement in Current Classification 1: Vacancy in class at same Full Time Equivalent (FTE)/Calendar as current position 2: Vacancy in class of greater FTE/Calendar as current position 3: Displace least senior employee in class with equal FTE/Calendar 4: Displace least senior employee in class with larger FTE/Calendar 5: Displace least senior employee in class that is less than, but closest to FTE/Calendar

  7. Placement in Former Classification 1: Placement in vacancy at same Full Time Equivalent (FTE)/Calendar as current position 2: Placement in vacancy of greater FTE/Calendar as current position 3: Displace least senior employee in class with equal FTE/Calendar 4: Displace least senior employee in class with larger FTE/Calendar 5: Displace least senior employee in class that is less than, but closest to FTE/Calendar

  8. Determining Placement of Staff If there is one person assigned to the class at the site where the position is eliminated, that person will be bumped. If there are two or more people assigned to the class at the site where the position is eliminated, the manager will ask for volunteers for transfer: 1. If two or more people volunteer for transfer, the employee with the most District seniority in the class will be transferred. 2. If there are no volunteers for transfer, the employee with the least District seniority in the class at the site will be bumped.

  9. Notifying Employees & Sites • California Education Code requires a minimum 45 calendar day written notice in time of layoff. • We verbally notify each employee of the action and inform them of their options if any. • Based on their decision, we proceed with written notification. • CSEA, the District and appropriate site management are given copies of the letters

  10. Reemployment Lists (REL) • Approved Vacancy Assignment received • Check for existing REL • Offer vacancy to the most senior employee on REL • If declined, offer to next most senior until REL is exhausted • If REL is exhausted and position not filled, certify from a regular list including any applicable transfers

  11. Reemployment Lists WAIVER OF OFFER OF APPOINTMENT A person on a reemployment list may decline two offers of permanent appointments without affecting their status on the list, provided an acceptable written explanation is submitted for declining the appointments. A third refusal results in removing the candidate’s name from the list.

  12. What Does a Layoff Look Like? EMPLOYEE A 100% 12 month Mechanic Bumps to former class of BMW LOSS OF SALARY EMPLOYEE B 100% 12 month BMW Bumps to former class of Senior Office Assistant LOSS OF SALARY EMPLOYEE C 100% 12 month Senior Office Assistant Bumps to former class of IOA-Schools REDUCED FTE & LOSS OF SALARY EMPLOYEE D 100% 217 DAY IOA – Schools Bumps Least Senior in class REDUCED FTE & LOSS OF SALARY EMPLOYEE E 100% 204 DAY IOA - Schools LEAST SENIOR IN CLASS – HAS NOT HELD STATUS IN ANY OTHER CLASS EMPLOYEE E IS LAID OFF One abolishment affects 5 employees in 4 classifications

  13. Displacement Services The Personnel Commission partners with the California Employment Development Department and the City of Long Beach to provide displacement services to LBUSD employees. Affected Employees are Provided: • One-on-One Career Counseling with Commission Staff • Special Administration Testing for Other Classifications • Test Taking Preparation Assistance • Interviewing Techniques Assistance • Resume Writing Services • External Job Placement Assistance • Information Regarding Post-Employment Benefits

  14. Displacement Services Personnel Commission held two “Surviving Downsizing” seminars in 2009. • City of Long Beach Health and Human Services Department • Workforce Investment Group • California Employment Development Department • Independent Financial Advisor • LBUSD Risk Management Department • LBUSD Payroll Department • CalPERS

  15. Displacement Services 2009 CODESP Member Survey (Cooperative Organization for the Development of Employee Selection Procedures) Out of 75 agencies responding only 7 (including LBUSD) provide any type of Displacement Services for Classified staff. Written comments by the other 6 agencies show that what the LBUSD’s Personnel Commission provides is more comprehensive than the other agencies.

  16. A Displacement Services Success Story Husband and wife, Paul (Intermediate Office Assistant) and Mary (School Support Assistant), were laid off “out the door” Working with Displacement Services: Paul: tested and accepted a promotion to Elementary School Office Supervisor Mary: tested and accepted a promotion to Instructional Aide-Special

  17. Contact Information

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