Humane Approaches to Adverse Employment Actions

Inevitably, in any institution, there are times when there will be firings, layoffs, demotions, unwanted transfers, salary reductions, and other adverse employment actions. Because such actions impose such great harms on members of the University community and their families and may be destructive to the University’s collegial atmosphere, it is imperative that they be taken only as a last resort where necessary for the effective functioning of the University.

It is essential that when such actions are necessary that they are handled in the most humane manner possible. There are far too many instances of long-time University employees learning of such adverse actions in very insensitive and hurtful ways.

Specifically, employees subjected to adverse actions should receive timely notice and it should be communicated in person except when impossible to do so. An employee subjected to an adverse action should be given a clear statement of the reasons for the University’s decision. The employee should be apprised of any procedures that are available for challenging the action.

The University should make available appropriate assistance and counseling for the employee. For example, employees leaving the University, should have available counseling as to their benefits. In appropriate circumstances, the University should make available career counseling for those for whom it might be useful.

The Academic Senate urges the University and all of its departments and schools to take steps to implement this resolution immediately.