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UTMB may reduce its number of employees due to reorganization, anticipated decreased funding, reductions in services to be provided, and/or any other purpose deemed appropriate by UTMB’s President and/or the Executive Vice President.
• A determination will be made regarding the positions to be eliminated within a specific department and for a specific job classification. Employees subject to the RIF will be identified based on the following criteria: individual qualifications that are essential to department operations, performance as documented on last two performance evaluations, and length of creditable UTMB service.
• All termination and reemployment decisions pursuant to this policy will be made without regard to race, color, national origin, religion, sex, age, veteran status, or disability of the employee.
• Those employees entitled to veteran’s employment preferences under Government Code 657.002 will be given preference in retaining employment only to the extent that a reduction in force involves other employees of a similar type or classification.
Any department considering a reduction in force shall first consult with Human Resources for review and assistance prior to the implementation of the RIF and/or communication to employees. Required document-tation and approval process is outlined in the “Guidelines for Reduction in Force.”
http://www.utmb.edu/policy/ihop/ihop_supporting_docs/RIFGuidelines.pdf
Prior to implementation of a RIF, the President or Executive Vice President must approve the need for the RIF, the amount of reduction, and area which will be affected by the reduction.
Employees whose positions are subject to the RIF shall be notified in writing at least 60 calendar days prior to the elimination of the position. Employees affected by the RIF who are eligible to retire within six (6) months of notification date may maintain UTMB employment until the date of retirement eligibility.
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