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Dismissal, Reorganization or Financial Conditions - P&S

Effective: Policy moved to Policy Library from P&S Handbook
Contact: Human Resource Services

Introduction

This policy pertains to employees in the Professional and Scientific (P&S) > Policy Statement

Dismissal of professional and scientific employees due to elimination of positions may occur as a result of reorganization or severe financial conditions. The existence of these situations, as well as the person or persons to be dismissed as a result, will be determined jointly by the employing unit, the appropriate dean, director, vice president, and the provost. In such cases, written notification to the employee will be made with a minimum notice period of three months.

If a professional and scientific employee is dismissed due to reorganization or financial conditions, the dismissed employee's position will not be filled by replacement within a period of two years unless the dismissed employee has been offered re-appointment and has declined or has failed to reply to the offer in writing within fifteen (15) calendar days after confirmed receipt of such offer.

The university will assist the dismissed employee to the extent possible for a period of six months following the employee's receipt of notification of dismissal, by following these guidelines:

  1. The employing unit shall advise the employee to contact the Department of Human Resource Services to obtain assistance.
  2. If requested by the employee, the Department of Human Resource Services will assist the employee by:
    • providing information about application and employment procedures at Iowa State University;
    • posting positions for which the employee may qualify at http://www.hrs.iastate.edu/jobs/jobs.html
    • monitoring open professional and scientific positions at ISU;
    • when practical and possible, the dismissed employee will be notified personally of employment opportunities. However, the ultimate responsibility will rest with the employee to identify positions for which he/she may qualify;
    • If an employee is qualified for, and interested in a vacancy, the employee will be assured of an interview for the position, provided that the position is at or below the pay grade of the eliminated position. In the event that the dismissed employee is not selected for the position, the employing unit must obtain approval of the Provost before making an offer to another candidate.
  3. The employing unit is encouraged to provide out-placement services to dismissed professional and scientific staff, if requested. A list of out-placement firms is available through the Department of Human Resource Services.
  4. An employee reinstated within one calendar year under the provisions of this policy shall regain previously held length of service and accumulated sick leave.
  5. A professional and scientific employee re-hired under this policy into the previously held position shall be employed at no less than his/her former salary, adjusted for cost of living increases that have occurred during the interim. Any exceptions due to insufficient funding must be approved by the Department of Human Resource Services.
  6. Professional and scientific staff dismissed under this policy are eligible for unemployment compensation.
  7. An employee dismissed under this policy is entitled to utilize the grievance and appeal procedures as defined in Employee Problem Resolution Policy and Discrimination Grievance Policy.

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