New Layoff Policy for 200 Series Employees
				(February 1996)

This policy pertains to 200 series career employees only. It 
applies when a layoff is necessitated due to a lack of work or a lack 
of funds. It does not apply to post-doctoratal, term or temporary 
employees, who are subject to other employment and termination 
policies.

RESPONSIBILITIES

Laboratory Director

The Laboratory Director, for purposes of implementing a reduction 
in force, will:

  *	Give guidance as to the numbers of employees and programs to 
	be affected.
  *	Define and designate layoff units.
  *	Establish committees, as necessary, to ensure the proper 
	administration of policies and procedures.

Department Head/Division Leader or Other Designated Unit Head

The Department Head/Division Leader is responsible for selecting 
and informing the individual career employees who will be affected, 
in accordance with established criteria and procedures. The Department 
Head/Division Leader is also responsible for reviewing the proposed 
actions with the Human Resources Manager and the Equal Employment 
Officer to ensure conformance to policy.

Human Resources Manager

The Human Resources Manager is responsible for providing policy 
guidance and for ensuring that proper procedures are followed.

Human Resources

Human Resources is responsible for preparing formal notices of 
actions to affected employees; reviewing with affected employees 
the terms and conditions of their separation, including grievance 
rights and effects on group insurances and other benefits, 
unemployment insurance, and severance pay, if applicable; providing 
assistance to affected employees in their efforts to seek other employment 
at the Laboratory; and otherwise assisting and providing for the 
administration of this policy.

ORDER OF LAYOFF

The order of layoff shall be determined by management based on the 
skills, knowledge and abilities that are necessary to perform the 
ongoing or future work of the unit. When management determines 
that two or more employees possess substantially equal skills, 
knowledge and abilities, the order of layoff shall be in inverse order 
of seniority.

For purposes of this policy, seniority will be based on a person's 
fulltime-equivalent months of UC service. Employment prior to a break in 
service is not counted. When employees have the same number of fulltime-
equivalent months, the employee with the most recent date of hire shall be 
subject first to the layoff.

NOTICE OF LAYOFF

In the event of a layoff, Human Resources shall prepare written 
notification to be given to the employee.

The minimum notice period will be based on the employee's seniority as 
follows:

  *	An employee with fewer than ten years of seniority shall receive thirty 
	calendar days' notice.

  *	An employee with at least ten but fewer than fifteen years of seniority 
	shall receive sixty calendar days notice.

  *	An employee with at least fifteen but fewer than twenty years of 
	seniority shall receive ninety calendar days notice.

  *	An employee with twenty years or more of seniority shall receive one 
	hundred and twenty calendar days notice.

The employee will receive pay in lieu of notice for each additional day 
he/she would have been on pay status if the required notice is not given.

INTERNAL APPLICANT STATUS

An employee who is laid off under this policy may apply for any vacant 
Laboratory position posted in the Internal Employment Bulletin for one year 
from the date of layoff.