Layoffs are employer-initiated actions that may result in separation from service, reduction in hours, work year, or pay range. Across WPEA contracts, members share core rights and protections.

General Rights:

• Notice: Members must receive written notice before a layoff (typically 15–30 days). If notice is shorter, pay must continue for the missed days.
• Union Notification: The union must also be notified and has the right to discuss or bargain impacts.
• Alternatives: Employers are expected to explore options such as transfers, reduced schedules, voluntary layoffs, or unpaid leave to avoid involuntary layoffs.
• Seniority & Skills: Permanent employees are protected over probationary or temporary employees. Layoffs follow seniority, provided the employee has the skills and abilities to perform available work.
• Options: Members may “bump” into positions held by less senior employees or move into vacant positions at the same or lower pay, depending on their skills and prior classifications.
• Recall Rights: Laid-off members can be placed on recall lists (usually for 18–24 months) and must be offered reemployment before new hires.
• Transition Periods: Members accepting new positions through layoff procedures may have up to a six-month review period.

By Contract:

• General Government: 15-day minimum notice; layoff lists last two years; includes a statewide Transition Pool Program for placement opportunities.
• Higher Education: 30-day notice; expanded “institution-wide” placement options; recall list valid for two years.
• FVRL Libraries: 30-day notice; recall pool lasts 18 months; layoffs prioritized by county and seniority.
• KRL Libraries: 30-day notice; recall list lasts 24 months; bumping across locations allowed by seniority and ability.

In all cases, contact your union representative immediately if you receive a layoff notice.

Your union can help ensure your rights and options are fully exercised.