Demonstrated knowledge, abilities, competencies, certifications, licenses, and experience directly relevant to the essential functions of a position.
University Service Date
The date an employee began continuous, regular employment with KSU, adjusted for any breaks in service as defined by applicable KSU policy.
WARN Act (Worker Adjustment and Retraining Notification Act)
A federal law that may require employers to provide advance notification to employees affected by plant closings or mass layoffs.
PROCESS:
Authority to Implement a Reduction in Force
The President of KSU, or their designee, has the authority to develop and recommend a Reduction in Force plan, following consultation and procedures outlined in this policy. The Kentucky State University Board of Regents has the sole authority to approve the elimination of any KSU position(s). Therefore, any RIF plan that includes the elimination of one or more positions must be submitted to the Board of Regents for review and approval of such elimination(s) before implementation. The Board of Regents must also approve any RIF plan that results from a declaration of financial exigency.
Reasons for a Reduction in Force
A RIF may be implemented for one (1) or more of the following reasons:
Lack of Funds/Budgetary Constraints. Reductions in legislative appropriations, grant funding, tuition revenue, or other sources of income, or other financial pressures that necessitate a reduction in workforce expenditures. This may or may not be associated with a formal declaration of financial exigency.
Lack of Work. A decline in the need for work to be performed in certain positions or departments.
Reorganization. Changes in administrative or academic structures, consolidation of functions, or realignment of services to improve efficiency, effectiveness, or to meet strategic objectives.
Changes in Institutional Mission or Programmatic Changes. Discontinuation, curtailment, or modification of programs, services, or activities.
Technological Changes. Introduction of new technology or automation that reduces the need for certain positions or skill sets.
Alternatives to a Reduction in Force
Before implementing an involuntary RIF, KSU will, where feasible and appropriate, consider alternatives, which may include but are not limited to:
Hiring freezes or limitations on external hiring.
Restrictions on overtime, travel, and discretionary spending.