§2.29
Work Deferment Policy

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New 8/08

  1. General
  2. Policy
  3. Benefits and Service Credit
  4. Applicability of Laboratory Policies

A. GENERAL

When a reduction in force is being considered or when there is a temporary lack of funding or a temporary lack of work, a division or department may also consider strategies such as temporary work deferment or temporary reduction in hours as alternatives to indefinite layoffs of Career Appointment employees or early release of Term Appointment employees.  Such arrangements, when consistent with the needs of the division or department and the Laboratory, can retain the valuable skills of existing employees while responding to short-term critical budget or work shortage issues.

B. POLICY

A Career or Term Appointment employee (including Career-Track employee) shall be given written notice of the effective date and the ending date of a temporary work deferment or temporary reduction in time.  Notice shall be provided at least 15 calendar days before the effective date or pay in lieu of notice.  A temporary work deferment or temporary reduction in time shall not exceed four calendar months.  Divisional Fellow, Senior Scientist/Engineer and Distinguished Scientist/Engineer positions are excluded from involuntary work deferment. This policy is not applicable to all other employee classifications: Faculty, Postdoctoral Fellows, Visiting Researchers, Limited, Rehired Retiree, Graduate Student Research Assistants (GSRAs), and Student Assistants.

An employee on a temporary work deferment or reduction in time is ineligible for the right to recall, preference for reemployment, and severance pay.

Accrued sick leave shall not be used during a temporary work deferment or temporary reduction in time. 

Accrued vacation leave may be used, at the discretion of the division director or operation department head (or designee), to postpone the effective date of the temporary work deferment.  Accrued vacation leave shall not be used during a temporary work deferment. 

If an indefinite layoff or indefinite reduction in time for career employees should occur during a temporary work deferment or temporary reduction in time, the procedures for indefinite layoff or indefinite reduction in time shall apply. (See RPM 2.21(B) (Terminations/Reduction in Force).)

Term appointment employees may be terminated early for lack of funds, lack of work, or changes in operational/business needs.  If an early termination for term appointments should occur during a work deferment or reduction in time, the procedures for release of term appointment employees shall apply.  (See RPM 2.21(D) (Release of Employees in Term Appointments).)

C. BENEFITS AND SERVICE CREDIT

  1. During a temporary work deferment or temporary reduction in time, the employee’s current level of health and welfare benefits will be maintained or suspended according to the regulations specified in the Temporary Layoff Benefits Checklist.  This document is available at UCOP’s At Your Service Web site and here.

    1. The Temporary Layoff Benefits Checklist does not apply to those employees in the Senior Management Group.

  2. During a temporary work deferment, the employee will temporarily stop earning service credit.  During a temporary reduction in time, the employee will temporarily earn service credit on a prorated basis.

D. APPLICABILITY OF LABORATORY POLICIES

  1. While an employee is on temporary work deferment or on temporary reduction in time, all Laboratory policies, including conflict of interest policies, remain in effect and employees should continue to abide by these policies.

Printed . The official or current version is located in the online LBNL Requirements and Policies Manual.
Printed or electronically transmitted copies are not official. Users are responsible for working with the latest approved revision.

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