Staff HR Policy D-707.02
Institutional Effectiveness Criterion: Culture

Retrenchment of Staff Procedure

    If it is necessary to undertake retrenchment at Northwestern Michigan College, upon completion of the actions described in the NMC policy on retrenchment, notice of retrenchment will be given to those staff members who are in positions being considered for retrenchment.
    1. Retrenchment Within an Area
      Every effort will be made to give notice of retrenchment to staff members no less than 120 calendar days prior to the end of their current annual appointments, but under no circumstances will less than 90 calendar days' notice be given.
    2. College-wide Retrenchment
      Notice of retrenchment will be given as soon as is practicable.
      The retrenchment notice will be in writing and will state that the staff member will be reassigned, laid off, or have a reduction of contract upon expiration of the current appointment unless other opportunities within the College can be arranged according to the procedures below.
    1. Once it has been determined that a given staff member is to be considered for retrenchment, the appropriate executive officer will work with said staff member in the reassignment process.
    2. The executive officer and the staff member will discuss the options and procedures which are to be pursued in receiving consideration for continued employment within the institution.
    3. Upon notification by the appropriate executive officer that retrenchment will be necessary, the affected staff member will generate a current resume and a letter outlining his or her perceptions of administrative strengths and vocational skills and specifically express interest in those areas in which he or she feels most qualified to work.
    4. Options will be pursued in the following order:
      1. Opportunities and needs within the area of current employment.
      2. Other opportunities and needs within the College.
        Once the staff member reaches a point of pursuing opportunities outside his or her area, other relevant executive officer(s) will join the effort to pursue options within other areas of the College.
    5. Staff and faculty members are not entitled to bump other staff and faculty members of the College.
    6. If a staff member transfers to a new area and the receiving department or division head believes it appropriate, the staff member may be placed on probation appropriate to the new position and classification, and therefore be subject to the same evaluation procedures, support, and guidance as all other probationary staff. On the recommendation of the division director, the staff member may be placed on non-probationary status at any time during the probationary period.
    7. Staff members reassigned to positions in a lower classification level will maintain their current rate of pay until such time as their pay falls within the salary range of the new pay level. Insurance and leave benefits will not change as a result of reassignment to a lower classification.
    If the reassignment process described in Section II of this document is not successful, final layoff notice will be given to the staff member.
    1. Retrenchment Within an Area
      Final notice of layoff will be given no less than 45 calendar days prior to discontinuation of employment. The final work schedule will be determined by the supervisor, the employee, and the executive officer.
    2. College-wide Retrenchment
      Final notice of layoff will be given as soon as is practicable.
    The following benefits will apply when staff are to be laid off. These benefits do not apply to employees covered under a collective bargaining agreement. Staff who are laid off:
    1. Will be compensated for the balance of their vacation days;
    2. Will continue to have health and dental coverage provided by the College for three full calendar months after the last day of employment;
    3. Will be given information regarding medical and dental continuation coverage;
    4. Will be given continuation of NMC tuition benefits for themselves and any current eligible dependents for one year from the last date of employment in their regular appointment;
    5. Will be given information regarding available outplacement services;
    6. For a period of three years, will be given first consideration for any position vacancies within the College for which they may qualify (although first consideration does not guarantee employment when a vacancy occurs); and
    7. Will have all years of service credit as of the date of layoff reinstated if rehired within three years.

If any provision(s) of this policy or set of bylaws conflicts with laws applicable to Northwestern Michigan College, including the Community College Act of 1966, the Freedom of Information Act, or the Open Meetings Act, as each may be amended from time to time, such laws shall control and supersede such provision(s).

Authorized on 12/28/09