Note: This is not a current version of the policy. View current version. »
The University recognizes that former regular full-time or regular half-time staff employees may be recalled or rehired to a University position or may elect to reapply for University employment. Under certain conditions defined within this policy and within one (1) year from the date of separation, a recalled, a rehired, or a reemployed staff employee shall have reinstated certain benefits of the employee's previous University employment.
A staff employee "laid off" under the provisions of the Separation from Employment Policy (see HRP&P 12.0) shall be eligible for recall by the department. To be eligible for reinstatement, the recalled employee shall return to the same position within one (1) year of the lay off date.
|If more than one (1) employee has been laid off and a lesser number of positions are reactivated, the department head shall consult with the Director of Human Resource Services, or designee, to determine the sequence of recall in accordance with HRP&P 12.0.
|If the recallable staff employee refuses the offer of employment, the staff employee shall no longer be eligible for recall provisions.
A rehired staff employee is (1) an employee who was involuntarily separated from employment (exhaustion of funds, position deleted, etc.), who was separated not for cause, and who was not anticipated to be recalled under the layoff provision or (2) an employee who was “laid off” under the provisions of HRP&P 12.0, who was separated not for cause, who was separated in good standing, and who returns to UK employment to another position other than the position from which the employee was laid off. To be eligible for reinstatement, a rehired employee shall return to UK employment within one (1) year of the date of separation or lay off.
|A recalled or rehired employee shall have benefits reinstated as follows:
|A recalled or rehired employee shall have benefits restored, based upon the original employment date. The period of time the employee was not employed by the University does not count toward eligibility or restoration of benefits, or toward time for credit for retirement and leave eligibility calculation.
|The original date of employment is used for determining the basis of accrual of vacation leave and the eligibility for service awards.
|Unused temporary disability leave balance at the time of layoff shall be restored, with no accrual added for the period of separation.
|Eligibility for employee benefits is restored based on the original employment date and the employee's new status, but with no reimbursement or backpayment to the staff employee for the cost of these benefits during the period of separation.
|The salary of a recalled or rehired employee shall be in accordance with HRP&P 30.0.
A staff employee, who had satisfactory performance in continuous employment as a regular full-time or half-time staff employee for two (2) or more years, and who voluntarily left the University in good standing, and who returns to the University within one (1) year, shall be eligible for reinstatement of benefits. Reinstatement of benefits for a reemployed employee shall be as follows:
|Unused temporarily disability leave balance at the date of separation from employment shall be restored.
|The new service date is used for determining the basis of accrual of vacation leave and the eligibility for service awards.
|The new service date shall be determined by adjusting the original date of employment by the period of time the staff employee was not employed by the University.
|If the period of time between the separation and the reemployment is four (4) months, for example, an original employment date of April 4, 1997 would be adjusted to create a new service date of August 4, 1997.
|The most recent reemployment date, not the service date, is used to determine eligibility for benefits such as long term disability coverage.
|A reemployed staff employee may immediately enroll and be eligible to receive the University's contribution toward retirement.
|The salary of a reemployed employee shall be determined in accordance with HRP&P 30.0.
Determination of the eligibility for reinstatement of benefits for a recalled, rehired, or reemployed employee is the responsibility of the Director of Human Resource Services, or designee.
|An applicant who previously was employed at the University shall be screened by the Employment Office of Human Resource Services to ascertain the eligibility of a former employee to be reinstated as a recalled or rehired or reemployed employee.
|The hiring department head shall notify the Employment Office of Human Resource Services of the reactivation of a position from which an employee was laid off.
|The Employment Office, in accordance with provisions in 220.127.116.11 or 18.104.22.168, shall notify the appropriate employee to be recalled. In the case of a community college, the president shall notify the employee.
|When activating an employee in the human resource system (HRS), the responsible, hiring departmental official shall note in the remarks section either "Recalled-," "Rehired-," or “Reemployed.” A memorandum to the Director of Human Resource Services shall accompany the PAR print screen and shall request approval of reinstatement of benefits and, if necessary determination of a service date.
|The Compensation Office of Human Resource Services shall verify and approve eligibility for reinstatement.
|The employing department shall reestablish and maintain leave records on the basis of the approved reinstatement.
|The staff employee is responsible for re-enrolling in the employee benefit programs such as life insurance, health care coverage, and retirement. The employee shall enroll within thirty (30) days of employment.