Reassignment and Reductions in Force

Policy No: 
12.5
Type of Policy: 
Administrative
Last Revised: 
July 2015
Review Date: 
November 2016
Policy Owner: 
Human Resources
Contact Name: 
Kim Harrington
Contact Title: 
Associate Vice President-Human Resources
Contact Email: 
kim.harrington@ohr.gatech.edu
Reason for Policy: 

The Institute established this policy to address unit reorganization and/or reduction of Institute programs and the reassignment or termination of employees.

Policy Statement: 

It is the goal of Georgia Tech to provide a working environment which offers job stability and security for all Institute employees; however, the continuation of academic, research, and service programs depends to a large degree on the availability of State and Federal funds and the organizational needs of the unit.

Scope: 

Entities Affected By This Policy

All employees of the Georgia Institute of Technology are covered by this policy.

Who Should Read This Policy

All employees within the Georgia Institute of Technology should be aware of this policy.

Policy Terms: 

Reduction in Force
An involuntary separation of an employee due to shortage of funds, lack of work, organizational changes, or other reasons of business necessity which require a reduction in staff.

Reassignment
 A change from one position to another

Procedures: 

The policy is intended to explain the process to follow should it become necessary to reassign or terminate the services of regular employees because of general program or project reduction, discontinuance, or modifications.

  1. Staff reassignments or reductions will be determined on a unit or department basis as necessary.
  2. If reassignment within the same unit or department is not possible and a determination has been made to reduce the work force, a written summary justifying the proposed actions shall be prepared by the unit head for review by appropriate higher administrative levels, the Chief Human Resources Officer, and approval by the President or the President's designee. For positions being eliminated, the summary must include the incumbent's age, sex, and race. The summary must also include plans for reassignment or discontinuation of duties.
  3. Factors to be taken into account in determining which employee(s) are to be terminated shall include length of service, overall job performance, the position level, and future organizational needs.
  4. Employees whose employment will be terminated will be afforded as much notice as possible. Whenever possible the employee should receive the notification at least sixty (60) and preferably ninety (90) days prior to the effective date.
  5. The Office of Human Resources shall be notified concurrently with the terminating notice to the employee(s) in order that preferential referral to other available Institute positions can be made.

Appeals of terminations because of general program or project reduction, discontinuance, or modifications are prohibited according to the University System of Georgia's Grievance Policy (refer to the University System of Georgia's Grievance Policy for more details).

Responsibilities: 

The responsibilities each party has in connection with Reassignments & Reductions in Force are:

Party Responsibility
Office of Human Resources, Performance and Talent Management Ensure compliance with policy and offer assistance with policy interpretation.

    

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