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PPM Section 11 - Reduction in Force: Benefits

The following provisions apply to benefits which are affected when an employee receives layoff notice.

Annual leave

  1. The employee is ineligible for a lump sum allotment of annual leave during the layoff notice period unless actively performing work on behalf of the University.
  2. Annual leave may be taken under the provisions of the Human Resources policies and procedures manual (Section 13) during the layoff notice period provided the employee is actively performing work on behalf of the University.
  3. Management reserves the right to schedule an employee's annual leave during the layoff notice period.
  4. As of the effective date of layoff, any remaining annual leave balance is subject to the annual leave-separation and retirement provisions in the employee handbook.
  5. Employees who are subsequently rehired or recalled will be restored to the length of service status held on the effective date of layoff for purposes of determining the lump sum allotment of annual leave. The employee's lump sum allotment of annual leave will be determined by the schedule in effect on the date of rehire or recall.

Sick leave

  1. Sick leave will continue to accrue during the layoff notice period provided the employee is actively performing work on behalf of the University. Sick leave will cease to accrue on the employee's last day worked whenever the employee is not actively performing work on behalf of the University. Sick leave will not accrue beyond the effective date of layoff.
  2. Sick leave may be taken under the provisions of the Human Resources policies and procedures manual (Section 13) during the layoff notice period provided the employee is actively performing work on behalf of the University.
  3. Upon effective date of layoff, sick leave balances are frozen. Sick leave balances are reinstated if an employee is recalled or rehired during the recall period.

Group health and life insurance

  1. Group health and life insurance will continue throughout the layoff notice period. On the effective date of layoff, an individual may elect to continue, at their expense:
    • Health insurance coverage under the provisions of COBRA; and
    • Life insurance, by converting their group life insurance to an individual policy through the University's life insurance carrier.
  2. Coverage will be discontinued when the employee who is on layoff notice is employed by another employer who provides a health, dental and/or life insurance plan.
  3. An employee who is recalled to a benefits-eligible position and whose group insurance had been discontinued will have thirty-one (31) days to enroll in University benefits.

Long-term disability

Long-term disability insurance will be discontinued on the effective date of layoff.

Retirement program

University contributions are discontinued on the effective date of layoff, but the employee may make contributions directly to the vendor.

Retirement eligibility

An employee must have reached the necessary age and accumulated the necessary years of service (see retiring from WMU in the employee handbook) as of the last day worked to qualify for University paid retirement benefits.

Tuition discount and tuition remission

  1. Tuition discount benefits (for employees) continue throughout the layoff notice period and the recall period, under then-current tuition discount plan provisions (see Section 16 of the policies and procedures manual), provided:
    • The employee meets all other tuition discount eligibility criteria.
    • The employee held a benefits-eligible position at the effective date of layoff.
    • The employee registers for class(es) prior to the end of the recall period.
    • The first day of the semester/session for which the employee is registered occurs prior to the expiration of the recall period.
    • When the Recall Period ends, tuition discount benefits cease.
  2. Tuition remission benefits (for spouse and dependent children) continue throughout the layoff notice period, the recall period, and beyond the end of the recall period, under then-current plan provisions (see Section 16 of the Human Resources policies and procedures manual ), provided:
    • The employee and dependent meet all other tuition remission eligibility criteria.
    • The employee held a full-time benefits-eligible position at the effective date of layoff.
    • The dependent initially registers for classes prior to the end of the employee's recall period.
    • The dependent continues enrollment at least part-time in consecutive academic years, beginning no later than the end of employee's recall period.