Workforce Reductions

A.  A layoff is an involuntary separation because of lack of funds or lack of work.

A.  Layoff are determined by classifications, not by individuals.  Temporary and probationary employees in the affected classifications are the first to be laid off. Then, permanent employees with the least seniority points.

A.  The President, in consultation with Human Resources, determined which classifications were identified for layoff.

A.  For additional information on classifications impacted, please see below.

Bargaining Unit(s): R05, R07 and R09 (CSUEU)

Classification(s) affected:

  • R05:
    • 0731-Groundsworker
    • 2010-Custodian
    • 6223-Laborer
  • R07
    • 1032-Admin Support Asst 12 Mo
    • 1035-Admin Support Coord 12 Mo
    • 4790-Buyer Trainee
  • R09
    • 1036- Admin Analyst/Spclst 10/12 Mo
    • 1038-Admin Analyst/Spclst 12 Mo
    • 1577-Instructional Support Asst I
    • 1578-Instructional Support Asst II
    • 1579-Instructional Support Asst III
    • 5680-Research Technician III
    • 5783-Assoc Acad & Instit Studies 2
    • 5784-Assoc,Acad & Instit Studies I
  • Bargaining Unit: RO6 (Teamsters 2010)
    Classification(s) affected:

    • 6524-Sprvsng Painter
    • 6526-Painter
    • 6702-Building Service Engineer
    • 6940-Facilities Maintenance Mech

A.  The collective bargaining agreement is silent on the funding source.  The University will discuss these positions during the meet and confer process.

A.  Per the collective bargaining unit, employees are noticed via certified letter in the mail.  Employees whose positions are impacted also received an email notification.

A.  Full-time permanent employees earn one seniority point of service credit in a given class, or skill level, for each qualifying month of employment. Part-time employees holding permanent status shall earn seniority points proportional to the timebase served.

A.  Yes, employees must resign if they find another job opportunity during the time for which they are required to work.  The notice period would no longer apply.

A.  Employees are paid out any unused vacation accruals at the time of separation.

A.  For employees laid off in November 2020, employee benefits will end December 31, 2020.

A.  Employees should contact CalPERS if they wish to retire and let Human Resources know prior to the end of the notice period.

A.  Employees may be eligible for unemployment insurance due to lost wages for reasons related to layoff.  Please visit Employment Development Department (EDD).

To learn more about Unemployment Insurance, please visit California Employment Development website or to file an Unemployment Insurance claim, please visit California Employment Development: File an Unemployment Insurance

A.  There are many resources available to employees. 

The Employee Assistance Program is a confidential resource and offers many professional and personal resources  -  EAP Life Matters program -  code:sfsu.  In addition, employees should consult their union or Human Resources if they have additional questions.

Coping with Change

Managing Change

Job Loss-Stages of Grieving

A.    

 

Employment Development Department (EDD)

Employee Assistance Program
 mylifematters.com : enter the password sfsu.

Bay Area County Libraries (must have a library card to access services)

Job Search Sites
10 Best Job Search Sites of 2020

 

CSU Learn

    Books

  • Comebacks: Powerful Lessons from Leaders Who Endured Setbacks and Recaptured Success on Their Terms
  • Lose the Resume, Land the Job
  • Cracking the New Job Market: The 7 Rules for Getting Hired in Any Economy 38068
  • The Career Transition Pocketbook
  • Unbeatable Résumés—America’s Top Recruiter Reveals What Really Gets You Hired
  • Fired, Laid Off, Out of a Job: A Manual for Understanding, Coping, and Surviving
  • Career Advantage: Real World Applications from Great Work, Great Career
  • Link Out: How to Turn Your Network into a Chain of Lasting Connections

Career Services & Leadership Development

Books

Guidance by Fidelity

Getting, Changing, or Losing a Job

A.  Management positions will be included in the workforce reductions.

A.  All questions and requests related to layoffs should be directed to workforce@sfsu.edu. Otherwise, employees can contact their unions directly.

A.  Employees are not allowed to bring their children to campus during this time.  The University has only allowed limited staff to return to campus due to COVID-19 and continues to take the required precautionary measures to ensure the safety of students and employees who are required to be on campus. 

A. You may make an appointment with Jeannette Peralta, Executive Director of Organizational Development, HR. Email: peralta@sfsu.edu.

Job Loss-Stages of Grieving

“The loss of a job is similar to other kinds of loss and there is a grieving process associated with it. Again, your honesty and understanding of this process will help you move towards acceptance – which is essential for a successful job search.

1. Denial and Isolation

Even when job loss isn’t personal (large layoffs, plant closings) it can still feel like a very personal situation. Many people feel very alone and feel as though they are unique in this situation. Instead, it’s a common situation to be in and the feeling of isolation is very normal.

2. Anger

People work hard. They sacrifice and give much of themselves in their jobs, so when that job is lost it can feel as though your contributions haven’t been valued. Many people feel angry about losing their job and the circumstances of that job loss can further exacerbate the feeling of anger.

3. Bargaining/Desperation

Some people, in a feeling of desperation, jump right into the job search without a plan. They apply to every job they see, whether they’re over- or under-qualified. They feel desperate and feel like they don’t have time to plan their job search and do the strategic steps like networking.

4. Depression

Depression can creep in through this process and can become paralyzing. You might not want to get off the couch and get out there in the community. Many people question their skills and their worth, halting the job search. This is a normal process and one you’ll need to work to get through – draw on your anchors and your support and think about the positive contributions you’ve made in the past, and will make again.

5: Acceptance

You don’t have to feel great about your job loss – when you get to this point the job loss will still have been a rotten experience. This is the point when you say, “It happened, I’m being forced into a change, and now it’s time to embrace it.” This is when the job search is really ready to begin.” (https://www.theworkingcentre.org/stages-grieving/1463-job-loss-stages-g…)