Layoff

Here are a few ways you can respond to the question:

☛ Reduction in force (RIF)

☛ Downsizing or reorganization

☛ Permanent layoff

☛ Temporary layoff

When you are called for an interview, you may ask the employer to send you the position description and any information about their organization so you can review it before your interview.

As with any interview, be prepared to detail your skills and to discuss what makes you a good fit for the employer and for the position. The employer is under no obligation to hire you so be prepared to sell your skills. It is a good idea to take your updated resume with you.

If there is no layoff option found then the employer must determine if there is an available position in lieu of separation that meets the following:

☛ The position is at the same or lower salary range maximum as the position the employee is being laid off from.

☛ The position is vacant and less than comparable or held by a probationary employee or an employee in a temporary appointment.

☛ The position is one for which the employee meets the competencies and other position requirements.

Individual employers may define in their layoff procedures what they consider a reasonable commute. If an employer offers and you accept a position that is beyond what the employer's layoff procedure has defined as reasonable, you may be eligible to be placed on the layoff list for the job class in which you have accepted the layoff option.

Rather than squirm in your seat while you figure out how to discuss your involuntary separation, think through your answer in advance so you can provide the right response for the situation.

Follow these simple rules when you answer:

☛ Keep your answer brief.

☛ Keep your answer positive.

☛ Share something you learned through the process.

Hiring processes differ for employees based on whether the vacancy being filled is represented by a labor union or not. For non-represented positions, consideration for rehire will be in accordance with rules and the employer's layoff procedure. For represented positions, hiring is done in accordance with the agreement. The information presented here applies to non-represented positions.

The key is your attitude to the layoff rather than the layoff itself. Your attitude will be evident in how you communicate it to the interviewer. Prepare a statement that explains it in a concise and factual way that you feel comfortable with.

Give the reason such as downsizing, restructuring, a merger. Ensure that you highlight what you managed to accomplish during your time at the company.

An employee's salary is retained if it is within the new range. If it is not in the new range, the employing official may set the salary at the maximum of the range or retain the employee's previous base salary depending on their salary determination policy. These options apply to:

☛ Employees appointed to a lower level position as a layoff options.

☛ Employees that accept a voluntary demotion in lieu of layoff.

Employers may require that employees serve a transition review period (except when an employee is being appointed to a comparable position performing the same job duties as the position held prior to layoff). During this time both the employer and employee should take time to see if the position is a good fit to the competencies, skills and abilities of the person who fills it.

☛ Keep your eye on new job announcements for the state and other employers, and apply through the usual process.

☛ Get on as many eligible lists and higher education statewide layoff lists as you can.

☛ Contact as many employers as you can for whom you think you might like to work. Try to find out if they would be interested in you should a position come open with duties that your skills and abilities might match.

☛ Update your resume.

☛ Watch for new job announcements so you can apply for them.

According to the layoff rules, an applicant is eligible to be on internal and statewide layoff lists up to two years from the effective date of their layoff.

Your eligibility period for the internal layoff list is two years from the effective date of your layoff. Check with the employer who is laying you off to find out if the department or the employer maintains internal layoff lists for the classifications for which you qualify.

To apply to these lists you must send a copy of your layoff letter, your completed layoff list employment preferences form and your resume to the layoff list administrator.

Your layoff notice should indicate who you should contact to get your name on the statewide Layoff List. Department maintains the statewide layoff list for government and each higher education institution maintains their own layoff list.

You can get onto the statewide layoff list for any job class in which you have held permanent status, even if you are also on an employer's internal layoff list for the same class.

The internal layoff list is for use by the employer that laid you off. Each higher education institution and some government employers maintain their own internal layoff lists. Your layoff letter should advise you if your employer maintains this list.

The classes available to you should be listed in your layoff notice. If they are not, contact your employer's human resource office and ask them to identify them for you.

There are two types of layoff lists.

☛ The internal layoff lists

☛ Statewide layoff lists

The internal and statewide layoff lists are both maintained by class. Both lists are composed of laid off employees.

The statewide layoff list is used by other employers. Since other employers may also employ people with competencies, skills and abilities that you possess, you can improve your opportunities to be rehired after layoff by getting on the statewide layoff list for classes for which you qualify.

Permanent employees must receive at least fifteen calendar days notice unless employer and employee agree to waive the fifteen days notice period. Probationary employees must receive at least one calendar days notice.

You can get your name on layoff lists as soon as you receive written notice of the layoff, including the effective date. You may be eligible to have your name on more than one layoff list.

You must be notified in writing of the following:

☛ The reason or basis of the layoff.

☛ Any layoff options your employer identified for you.

☛ Whether a transition review period is required.

☛ The date by when you must select any layoff options.

☛ The layoff lists for which you are eligible to apply.

☛ Your right to appeal the layoff.