The University may layoff an employee or reduce the regular working hours of an employee in the Career Service whenever necessary. Reasons justifying layoffs or reduction of hours include, but are not limited to, shortage of funds or work or loss of enrollment; material change in duties or organization; internal reorganization resulting in the elimination of a position; or inefficient or non-productive position. Proper layoff notification procedures must be followed by the administration using priorities for layoff as outlined in BOR Policy 4:24.

A status Career Service employee who has been notified of a layoff, or who has had regular working hours reduced may request that his or her name be placed on a certification for any position for which the employee applies and qualifies as a certified applicant. Any certified applicant who has requested reemployment consideration shall be identified on the certification as an applicant who must be interviewed by the appointing authority. The employee must submit a request for reemployment consideration within 45 days after layoff, termination, or demotion to the Bureau of Personnel. Eligibility for reemployment consideration expires one year from the effective date of the layoff, termination, or demotion. If an employee requests reemployment consideration before the effective date of layoff, termination, or demotion, reemployment consideration expires one year from the date of the request. If an employee is reemployed in a permanent position with hours comparable to the employee's previous job within one year of layoff, termination, or demotion, eligibility for reemployment consideration expires on the date of reemployment.