Human Resources & Workforce Diversity
A reduction of employment to the university workforce, or layoff, sometimes becomes necessary due to lack of funds, lack of work, or material changes in duties or organization. Official procedures for the employer to follow for employees at risk of layoff or actually on layoff may vary according to employee class and nature of the layoff.
If you are faced with a layoff, you may be able to maintain some of your UW insurance and other benefit plans for an extended period. It is important to apply for continued coverage before your layoff date.
Some layoffs may be seasonal or temporary in nature. Other layoffs may result in termination. The following fact sheets list your benefits if you are terminating employment due to layoff. Select the category that applies to you.
How Layoff Impacts Your Benefits:
- For Employees:
- For WRS-Vested Employees At or Above Minimum Retirement Age (UWS 42) (Rev 01/2012)
If you reduce your hours from full-time to part-time or accept a lower-paid position in lieu of, or after, termination, the following charts show the effect on your benefits. Select the category that applies to you.
Benefit Impacts - Less than full-time employment:
The Health Insurance Premium Payment at Layoff (UWS 40) form should be sent to employees when you learn of an impending layoff. This form outlines the options an employee has regarding health insurance upon termination due to layoff (Word or PDF). (Rev 2/12)
Additional Layoff Resources by Employment Category
Classified employees: Chapter ER-MRS 22 of the Wisconsin Administrative Code.
Academic Staff: Chapter UWS 12 of the Wisconsin Administrative Code.
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This document was last revised on February 6, 2012