BAY de NOC COMMUNITY COLLEGE PERSONNEL POLICIES AND PROCEDURES

 Originator:    Board of Trustees

 It shall be the policy of the Bay de Noc Community College Board of Trustees that, if it must reduce employment because of adverse economic or other conditions, layoff and recalls from layoffs will be conducted consistent with college requirements and in accordance with the procedures set forth below and in pertinent employment contracts.

 217.1  The college will attempt to avoid layoffs and whenever possible will consider alternatives to layoffs before any final decisions are made.  Management must however reserve the right to alter the layoff procedure in order to assure an adequate level of services is maintained.

 217.2  Layoffs that are expected to be temporary will be handled according to the provisions of this policy.  Selection of layoffs that are known to be permanent will be made according to this policy and then handled according to procedures outlined in termination of employment.

 217.3  Hourly and salaried employees are to be selected for lay-off based on the evaluation of the following criteria:

a. Job functions and tasks

b. Demonstrated current and past performance

c. Promotion potential and transferability of skills to other     positions within the unit

d. Length of service with the college

 217.4  An employee’s length of service is measured from the original date of employment with the college so long as there has been no break in service greater than 30 days. Employees with breaks in service greater than 30 days but less than one year are credited for the time actually worked, i.e. the break does not get counted.  Employees with a break in service greater than one year receive credit for service only from their most recent date of hire with the college.

 217.5  Employees selected for layoff will be given as much notice as reasonable under the circumstances.  Employees will be informed of the reason for the layoff, of the estimated length of the layoff, and of any rights they have to appeal their selection for layoff.

 217.6  Employees who are laid off will be maintained on a recall list for one year or until management determines layoff is permanent whichever occurs first.  Removal from the recall list terminates all job rights the employee may have.   While on the recall list employees should report to the Human Resources Office if they become unavailable for recall. Employees who fail to keep a current home address on record with the Human Resources Office will lose their recall rights.

217.7  Employees will be recalled according to the need classification or ability to do the job.  Notice of recall will be sent by registered mail, return receipt requested, to the current home address furnished by the employee to the Human Resources Office.  Unless an employee responds to the recall notice within seven days following the receipt of the notice or its attempt to delivery, the employee’s name will be removed from the recall list and the employee will cease to have any job rights with the college.

 217.8  Credit for retirement benefits and seniority will continue to accumulate during the layoff of 30 days or less.  Employees laid off for more than 30 days and subsequently recalled within one year from the date of layoff will be credited for years of service accumulated at the time of layoff.

 217.9  No vacation or days of paid absence will be accrued during the layoff.  When an employee returns to work following the recall the employee may use vacation or days of paid absence accumulated but not used at the time of the layoff.