DATE
ISSUED
11/01/96
DATE
REVISED
01/22/08
As
a
Catholic,
Jesuit
institution,
Saint
Louis
University
believes
in
and
respects
the
dignity
and
worth
of
each
individual
employee.
To
that
end,
the
University
attempts
to
support
the
needs
of
employees
whose
positions
have
been
eliminated
by
assisting
them
in
locating
other
employment
and
providing
the
opportunity
for
counseling
throughout
the
transition.
Staff
position
elimination
is
a
difficult
experience,
not
only
for
an
employee
whose
position
is
being
eliminated,
but
also
for
colleagues
and
supervisors.
Anyone
in
need
of
assistance
is
encouraged
to
contact
Human
Resources
or
the
Employee
Assistance
Program.
SCOPE
OF
POLICY
Implementation
of
staff
position
elimination
procedures,
as
a
result
of
reorganization,
changed
needs,
or
budget
reduction,
will
be
made
in
accordance
with
this
policy
and
the
practices
of
the
University.
This
policy
applies
only
to
non-faculty
personnel
with
at
least
one
year
of
service
who
are
not
members
of
a
bargaining
unit.
Individuals
hired
into
a
position
with
a
pre-determined
duration
of
employment
are
not
eligible
for
staff
position
elimination
payments.
Generally
grant-funded
or
soft-dollar
positions
are
not
covered
by
this
policy
as
sufficient
notice
of
funding
loss
is
provided
by
the
grant
administrator.
PURPOSE
*
To
ensure
that
position
eliminations
are
handled
in
a
manner
consistent
with
the
University's
mission
and
values.
*
To
communicate
the
policy
and
procedures
regarding
position
elimination.
*To
provide
information
regarding
staff
position
elimination
pay
and
other
assistance
for
employees
who
are
affected
by
position
elimination.
DEFINITIONS
Position
Elimination
-
The
elimination
of
a
budgeted
position
because
of
reorganization,
changed
needs,
or
budget
reduction.
A
reduction
in
work
hours
resulting
in
a
position
moving
from
full-time
to
part-time
status
with
loss
of
benefits
is
also
considered
to
be
a
position
elimination.
In
situations
where
proper
notice
was
not
provided,
position
elimination
pay
for
staff
on
soft-dollar
positions
may
be
authorized
as
outlined
under
the
"Determining
Affected
Positions"
section
of
this
policy.
Service
Date
-
The
date
from
which
employment
service
is
calculated.
This
date
reflects
the
cumulative
length
of
service
at
Saint
Louis
University
(if
service
was
bridged
per
University
policy)
and
may
not
be
the
same
as
the
original
hire
date
or
most
recent
date
of
hire.
Most
Recent
Date
of
Hire
-
The
date
most
recently
hired
at
Saint
Louis
University
(may
not
be
the
same
as
the
original
hire
date
or
service
date).
Full-time
Regular
Status
-
An
employee
working
in
a
full-time
budgeted
position
scheduled
at
least
sixty-four
(64)
hours
per
pay
period
or
at
least
eighty
(80)
percent
FTE.
Part-time
Regular
Status
-
An
employee
working
in
a
position
budgeted
for
fewer
than
sixty-four
(64)
hours
per
pay
period
or
less
than
eighty
(80)
percent
FTE.
Temporary
Status
-
An
employee
who
is
hired
for
a
position
with
a
predetermined
duration
of
less
than
six
(6)
months
of
service.
PROCEDURE
FOR
POSITION
ELIMINATION
Positions
may
be
eliminated
for
a
variety
of
reasons:
changing
needs
of
the
organization,
restructuring
of
a
position
or
department,
a
need
for
different
skills
and/or
experience,
realignment
or
elimination
of
programs,
or
budget
reductions.
If
it
becomes
necessary
to
permanently
reduce
the
number
of
budgeted
positions,
the
University
will
ordinarily
strive
to
effect
some
reductions
through
attrition,
rather
than
position
elimination.
All
proposed
position
eliminations
must
be
coordinated
with
Human
Resources
prior
to
their
announcement.
A.
Determining
Affected
Positions:
Chairpersons
and
department
directors,
in
consultation
with
their
Vice
President,
Dean,
and/or
comparable
administrator,
will
recommend
which
positions
will
be
eliminated,
including
positions
with
a
reduction
of
hours
from
full-time
to
part-time,
based
on
the
current
and
future
staffing
needs
of
the
organization,
including
workforce
skills,
the
ability
to
perform
the
work
more
effectively
in
another
area
(or
through
different
means),
and
the
overall
effectiveness
and
customer
service
requirements
of
the
department.
Once
the
chairperson
or
director
has
identified
the
new
structure,
the
following
factors
will
be
considered
in
the
determination
of
specific
positions
to
be
eliminated:
