RIF Frequently Asked Questions

The Frequently Asked Questions (FAQ's) will be updated frequently.  Please continue to check this page for more questions and answers regarding this program.  Last revision 4/15/13

A. General

  1. Why is EKU having a Reduction in Force (RIF)?
  2. How many positions will be eliminated?
  3. Is the RIF really just a way to get rid of non-performers or people who are not liked?
  4. Is this just Phase 1 of a Reduction in Force?  Will this be followed by additional rounds of layoffs?
  5. How will I be notified if my Position is going to be eliminated?
  6. How will Positions be selected for elimination and what happens in the event of a "tie"?
  7. What can I do if I feel that I was unfairly selected for elimination?
  8. Can I appeal or file a grievance if my Position is to be eliminated?
  9. Is it possible to end active work prior to the Involuntary Separation Date?
  10. What would be considered a disruption to University/Work Unit operations that would cause my employment to be terminated sooner than Involuntary Separation Date?  How would this affect the pay I would receive?
  11. What would be grounds for termination during the notice period?  Is this just a way to avoid paying severance benefits?
  12. If my Position is selected for elimination but I am eligible to retire, can I retire immediately?
  13. If I retire in conjunction with the RIF, can I be re-employed with the University in the future?
  14. If my Position is selected for elimination, am I still eligible to apply for other positions at EKU prior to my Involuntary Separation Date?
  15. Will positions vacated by those who are eliminated in the RIF be filled after the RIF has ended? 
  16. What if I have additional questions regarding the RIF?
  17. Does my supervisor need to allow me time, during the regular work day, to visit HR to discuss the RIF and get my questions answered? Will this time be considered paid work time by EKU?

B.   Eligibility for Involuntary Severance Benefits and Pay

  1. Why are some positions excluded from receiving benefits under the RIF?
  2. If a Position is excluded from being eligible to receive involuntary severance benefits, does this mean that that type of Position cannot be eliminated during the RIF?
  3. If my Position is partially funded by a grant and partially funded by institutional monies, am I safe from elimination in the RIF?

C.  Involuntary Severance Pay

  1. How are completed years of Service calculated for purposes of determining Involuntary Severance Pay under the RIF?
  2. I have held a combination of part-time and full-time Positions during my employment with EKU.  How do I calculate my years of Service?
  3. If I have previously retired or resigned from EKU and then became re-employed by the University, how are my years of service calculated for purposes of this program?
  4. If I was on FMLA or another type of approved (paid or unpaid) leave, does that time off count toward my continuous service?
  5. If I am in an “acting” or “interim” Position, is my base salary/hourly rate based upon my present pay or my pay for my previous “regular” Position?
  6. If I am in an “acting” or “interim” Position, and my “acting” or “interim” Position is eliminated in the RIF, will I be returned to my previous “regular” Position?
  7.  If I am an hourly paid/non-exempt employee, how do I calculate my weekly pay?
  8. If I am an exempt employee, how do I calculate my weekly pay?
  9. How can I find out my base pay rate/salary if I am unsure what it is?
  10. Why is Severance Pay different for Exempt and Non-exempt employees?
  11. Why do I need to be still employed by EKU on the “Involuntary Separation Date” in order to receive my Severance Benefits?  Isn’t this punishing me if I obtain another position outside of EKU quickly?
  12. Why do I have to sign a Waiver & Release to receive my Severance Pay?
  13. If I sign the Waiver & Release, can I change my mind and what will happen if I do?
  14. What days and times can I turn in my signed Waiver & Release to Human Resources in person?
  15. Can I elect to receive my Severance Pay in payments instead of a lump sum?
  16. Can I defer my Severance Pay until a later year?  
  17. Is my Involuntary Severance Pay added into my “base salary”, which would increase my salary for pension/retirement purposes?
  18. Will retirement contributions be withheld from my Severance Pay?

D.  Involuntary Severance Benefits

  1. Am I eligible to receive unemployment if my Position is eliminated under the RIF?
  2.  How long will I be considered a Priority Applicant for posted positions at EKU?
  3. Who will provide outplacement/job search assistance? When? Where?
  4. Does my supervisor need to allow me time, during the regular work day, to access Outplacement Services? Will this time be considered paid work time by EKU?
  5. I am currently enrolled in classes at EKU using my staff scholarship/tuition waiver.  Will I be able to complete my degree program using this benefit if my Position with EKU is eliminated under the RIF?
  6. I currently have a dependent who is taking classes at EKU on my staff tuition waiver plan.   How will s/he be affected my Position is eliminated under the RIF?
  7. Why does the dependent tuition waiver end prior to the tuition waiver provided to the affected Staff Member?
  8. What happens to my unused but earned vacation and sick time?
  9. When will my health insurance coverage and other University provided benefits end?
  10. Can I continue my voluntary benefits after I leave?
  11. With my Flexible Spending Account (FSA), I elected to contribute $2,500 for 2013, but have only had $1,000 deducted from my payroll as of my Involuntary Separation Date and have already incurred $1200 in allowed expenses, what happens to the additional $200 or to any additional expenses I incur prior to the date of my Involuntary Separation Date from the University?
  12. What services are provided through the Employee Assistance Program (EAP) that can assist me during my transition from employment at EKU?

E.  Diversity

  1. Aside from the VP and HR looking at these Staff RIF plans, which other departments will be looking at the plans?
  2. Is the University still committed to non-discrimination in the workplace?
  3. If I believe that I have been discriminated against by the Staff RIF, what should I do?
  4. Is the University still committed to diversity?
  5. Will diversity be a factor taken into consideration in the reduction in force?

 

 General

  1. Why is EKU having a Reduction in Force (RIF)?
    • This RIF, along with the Voluntary Buyout Program (VBP), and the Enhanced Retirement Transition Program (ERTP), are due to the current budget difficulties that the University is facing and the recent mandate from the Board of Regents to identify $23 million in annual expense savings for reallocation of financial resources to strategically move the University forward.  In order to identify the necessary resources, it will be necessary to eliminate, reclassify, or reassign Staff Positions to ensure stable financial footing for the University in the future and to allow the University to refocus on our core mission. 
    • While the Voluntary Buyout Program will help create a certain amount of savings, we also need to conduct a thorough review of all operations to identify additional savings opportunities to meet our strategic financial goal.
  2. How many positions will be eliminated?
    • It depends.  The Vice Presidents, in conjunction with the heads of each work unit, will conduct a complete operational review to determine which positions will be eliminated. 
    • The number of positions to be eliminated will be determined based upon a combination of factors, which includes but is not limited to:
      • the number of people who apply for and are accepted through the VBP and the amount of savings achieved through those positions;
      • the need of specific positions to support  EKU’s core mission of educating students, individual departmental budget situations;
      • the number of currently vacant positions that can be eliminated;
      • and the amount of recurring annual cost savings that can be achieved through other means.
  3. Is the RIF really just a way to get rid of non-performers or people who are not liked?
    • The decisions regarding a reduction in force within Work Unit are the responsibility of the Vice President of the Work Unit and shall not be punitive or discriminatory in nature.  The Vice President must approve all Staff Work Unit RIF plans, including the selection of individual Staff Members to be affected by the reduction in force prior to finalization or action.  The Executive Director of Human Resources will conduct a review of all RIF plans prior to implementation and will refer any identified issues to the respective Vice President for resolution.
  4. Is this just Phase 1 of a Reduction in Force?  Will this be followed by additional rounds of layoffs?
    • At this time, the RIF will be a one-time event.  EKU has no plans to conduct layoffs in phases or have additional reductions in force in the near future.
  5. How will I be notified if my Position is going to be eliminated?
    • Your supervisor and/or the next higher level administrator will meet with you, in a private and confidential setting, to deliver a written notice of separation.
    • You will be allowed to have the rest of the day off, with pay, after you are notified.
  6. How will Positions be selected for elimination and what happens in the event of a tie?
    • As outlined in the plan document, each Work Unit Head shall work with their respective Vice President to review departmental structure and Job Classifications/Titles to identify opportunities to increase efficiencies and effectiveness. 
    • After a thorough review of the criticality of Job Classifications/Titles, the University may determine that one or more Job Classifications/Titles, within or across Work Units, may be eliminated, and if the Work Unit has more than one Position within the same Job Classification/Title, all such Positions must be reviewed at the same time. 
    • For the purpose of determining which Positions will be affected by a reduction in force, University Service will be the primary factor in determining which Position(s) among multiple Position(s) will be retained.  Reductions in force will be done in reverse order of Seniority by Job Classification/Title within a Work Unit. 
    • The ability of each Staff Member (in the same Job Classification/Title within that Work Unit) to perform the work following the reduction in force can also be considered in determining which Position(s) are to be eliminated. 
    • Should all of these factors still result in a tie, individual qualifications (education & relevant work experience) and job performance will be considered to determine which Position(s) will be eliminated.
  7. What can I do if I feel that I was unfairly selected for elimination?
    • If you believe that your selection was discriminatory in nature, you should contact the EKU Equal Employment Opportunity Office at (859) 622-8020.
    • Other concerns about the determination of the necessity of the elimination of a position should be referred to the Executive Director of Human Resources for review.
  8. Can I appeal or file a grievance if my Position is to be eliminated?
    • No. Determination of the necessity of the elimination of a specific Position and/or the identification of a Staff Member whose Position is eliminated is not something that can be grieved under the EKU Staff Grievance Policy and Procedure.  
  9. Is it possible to end active work prior to the Involuntary Separation Date?
    • No. To receive severance benefits, you must be employed through Involuntary Separation Date.
  10. What would be considered a disruption to University/Work Unit operations that would cause my employment to be terminated sooner than Involuntary Separation Date?  How would this affect the pay I would receive?
    • Your  failure to abide by University standards of conduct  and/or unsatisfactory performance of your job responsibilities could be considered as disruptive and result in termination of your employment prior to the Involuntary Separation Date and would also result in you becoming ineligible for Involuntary Severance Pay and Involuntary Severance Benefits under the Staff RIF.
  11. What would be grounds for termination during the notice period?  Is this just a way to avoid paying severance benefits?
    • Your failure to abide by University standards of conduct and/or unsatisfactory performance of your job responsibilities may result in termination of your employment prior to the Involuntary Separation date.
  12. If my Position is selected for elimination but I am eligible to retire, can I retire immediately?
    • If your Position is selected for elimination and you are eligible to retire, you can retire with an effective date of the beginning of the month after your separation notice period ends. 
  13. If I retire in conjunction with the RIF, can I be re-employed with the University in the future?
    • No.  Retirees are not eligible for re-employment into any full-time or part-time benefited position with the University at any point in the future.
  14. If my Position is selected for elimination, am I still eligible to apply for other positions at EKU prior to my Involuntary Separation Date?
    • Yes.  You are encouraged to apply for vacant positions at the University for which you are qualified.  If you are selected for and accept another EKU position prior to the Involuntary Separation Date, you will not receive any Separation Pay or Benefits under the RIF.
  15. Will positions vacated by those who are eliminated in the RIF be filled after the RIF has ended?
    • No.  As stated in the program document, once a Position has been approved for elimination, the Position no longer exists.  The work previously performed by that Position must be eliminated, transferred to another existing Position, or combined with other functions into a different Position.  
  16. What if I have additional questions regarding the RIF?
    • Call Human Resources at 859-622-5094 and select option 1 for a Human Resource Representative.
    • E-mail hrrif@wku.edu.
    • Stop by the Human Resource Office in Jones 203 during regular business hours.
    • Attend an employee information session hosted by HR.  Watch EKU Today and the HR website for times and locations.
  17. Does my supervisor need to allow me time, during the regular work day, to visit HR to discuss the RIF and get my questions answered? Will this time be considered paid work time by EKU?
    • Yes, to a reasonable extent.  If you are not able to take care of this on your break or lunch hour, you should be allowed a reasonable amount of time to discuss this with an HR representative.  This should be coordinated with your supervisor to avoid unnecessary disruption to the Work Unit’s work. 

Eligibility for Involuntary Severance Benefits and Pay

  1. Why are some positions excluded from receiving benefits under the RIF?
    • Staff Members who have not completed their 90 day orientation period:   The University has an existing policy regarding employees within their orientation period.  The first (3) three months (90 calendar days) of employment are considered an orientation period during which the employee and the University have an opportunity to evaluate the employment relationship.  During this time, the employee cannot  use all employee benefits, the University can terminate employment at any time, and the staff member is not entitled to any vacation payout when employment terminates during this period.
    • Temporary Positions: Temporary positions are designed to be for a limited time only, at the discretion of the University.  Individuals holding temporary positions are not eligible for any University provided benefits, and may be separated from employment for any reason or no reason at all.   
    • Grant funded positions: Grant funded Positions are funded by agencies outside of the University.  These Positions are controlled by the financial terms outlined in each grant and the University cannot make the granting agencies pay severance benefits.  Grant funds are budgeted and managed separately from the University’s base budget, so, the University would not have any cost savings by including Grant-funded Positions in the Staff RIF.    
    • Seasonal Positions: Seasonal Positions are hired to perform specific duties that occur only at certain times and/or events of the year and are not benefit eligible. 
    • Student or Graduate Assistant Positions:  Student Workers and Graduate Assistants are not considered to be Staff Members and are not eligible to participate in any University benefit programs.  
    • Independent Contractor Agreements: Independent contractors are not University employees, and are not eligible to participate in any University benefit programs.  The terms of their work with the University are in specific agreements regarding length of employment and how and when employment may end.    
    • Written Employment Contracts: Certain positions (University President, Athletic Director, Head Football Coach, and Head Basketball Coaches), were hired with a written employment agreement.  Because these agreements are negotiated with each employees, these agreements control how and when these employees may leave employment with the University. 
    • Staff Members who resign, quit, retire, or are terminated for cause prior to the Staff Member’s Involuntary Separation Date: To receive benefits outlined in this plan, an individual must be actively employed on the Involuntary Separation Date.   Leaving employment prior to that date, for any reason, forfeits any benefits/payments under this plan.
  2. If a Position is excluded from being eligible to receive involuntary severance benefits, does this mean that that type of Position cannot be eliminated during the RIF?
    • No.  These Positions can still be eliminated, if a review of the Work Unit determines that the position is no longer necessary. 
    • Because a number of these positions in the categories above are not benefits-eligible, the benefits provided under the RIF policy, including Severance Pay, will not be provided to anyone holding one of those positions if the Position is eliminated in conjunction with the RIF.
  3. If my Position is partially funded by a grant and partially funded by institutional monies, am I safe from elimination in the RIF?
    • Not entirely.  While your entire Position may not be eliminated, the portion of work that you perform that is funded by the University (the portion not grant-funded) may be subject to elimination.  In such cases, your Position may be changed to be less hours per week or may be modified in some other way based upon the needs of the grant(s) you work under.

Involuntary Severance Pay

  1. How are completed years of Service calculated for purposes of determining Involuntary Severance Pay under the RIF?
    • Years of University service are calculated in twelve (12) month periods, based on an employee’s total period of continuous regular full-time or regular part-time employment at the University.  For purposes of this calculation, the twelve (12) month period begins with the month of the employee’s most recent date of hire.
    • For purposes of this plan, years of service is defined as completed full years of University service as of the involuntary separation date.  Partial years of service are not credited.
  2. I have held a combination of part-time and full-time Positions during my employment with EKU.  How do I calculate my years of Service?
    • Your years of Service are calculated based upon your total period of continuous employment at the University in fully-benefited Positions.  You will be credited with service from the date of your most recent employment in a fully-benefited Position.
  3. If I have previously retired or resigned from EKU and then became re-employed by the University, how are my years of service calculated for purposes of this program?
    • Years of continuous Service are calculated from an employee’s most recent date of hire in a fully benefitted Position at the University.
  4. If I was on FMLA or another type of approved (paid or unpaid) leave, does that time off count toward my continuous service?
    • Yes, Approved Leave taken during your most recent period of continuous employment are counted towards your years of continuous Service for determining the amount of Involuntary Severance Pay you will receive as well as for determining your seniority for purposes of determining which Position(s) will be eliminated under the RIF.
  5. If I am in an “acting” or “interim” Position, is my base salary/hourly rate based upon my present pay or my pay for my previous “regular” Position?
    • For purposes of the RIF, your base salary/hourly rate would be based upon your “regular” base salary/hourly rate.
  6. If I am in an “acting” or “interim” Position, and my “acting” or “interim” Position is eliminated in the RIF, will I be returned to my previous “regular” Position?
    •  This is a question that cannot be answered at this time.  It will depend upon what determinations are made with regard to each and every Position during the thorough review of the Work Unit’s operations. 
  7. If I am an hourly paid/non-exempt employee, how do I calculate my weekly pay?
    • Weekly pay is determined by multiplying your regular weekly work schedule (number of hours your Position is classified to work) by your hourly pay rate. Overtime hours, even if regularly worked, are not included in this calculation.
    • For example, if you earn $10.25/hour:
      • 25 hours per week x 52 weeks = $256.25 per week
      • 30 hours per week x 52 weeks = $307.50 per week
      • 37.5 hours per week x 52 weeks =  $384.38 per week
      • 40 hours per week x 52 weeks = $410.00 per week
  8. If I am an exempt employee, how do I calculate my weekly pay?
    • Weekly pay is determined by dividing your annual base salary by 52 weeks.
    • For example, if you earn $42,500 per year:
      • $42,500 ÷  52 weeks = $817.31 per week
  9. How can I find out my base pay rate/salary if I am unsure what it is?
    • You can log on to EKU Direct at https://web4s.eku.edu/prod/twbkwbis.P_WWWLogin
      • Click on Employee Menu
      • Click on Employee Benefits Summary
      • For Non-exempt Positions, locate “hourly rate”
      • For Exempt Positions, Locate “Annual Salary” and divide by 52 to obtain your weekly pay rate
    • You can call Human Resources at 622-5094 and select option 1.  A Human Resource Representative can verify your pay rate for you, as it applies to the RIF program.
  10. Why is Severance Pay different for Exempt and Non-exempt employees?
    • The University is not required to provide any severance package.  The University has decided to provide Severance Pay to employees who choose to sign the Waiver and Release in order to assist them in this transition period.  The dollar amount to be given to Exempt and Non-Exempt employees was discussed and the amount provided was deemed to be fair and equitable after a thorough review of best practices. 
  11. Why do I need to be still employed by EKU on the “Involuntary Separation Date” in order to receive my Severance Benefits?  Isn’t this punishing me if I obtain another position outside of EKU quickly?
    • The University is not required to provide Severance Benefits.  The University has decided to provide Severance Benefits to employees to assist them in their job search and transition to new employment. If you have already obtained another position, the Severance Benefits are not needed for this transition. 
  12. Why do I have to sign a Waiver & Release to receive my Severance Pay?
    • The University is extended Severance Pay to employees beyond normal pay and benefits in exchange for an employee’s agreement to waive their rights to sue the University.  You can choose not to sign the Waiver and Release.  If you do so, you will not receive Severance Pay but you will still receive Severance Benefits. 
    • See the Waiver and Release for a complete listing of the various rights that you are waiving.    Please contact your own attorney or CPA to help explain this to you.
    • If you do not have an attorney or CPA, you can contact EKU’s Employee Assistance Program (EAP) at (859) 309-0309 or (877) 834-7836 to schedule an appointment for two hours of free legal consultation or to access covered financial counseling services. 
  13. If I sign the Waiver & Release, can I change my mind and what will happen if I do?
    • Employees may revoke (cancel) their signed Waiver and Release within seven (7) calendar days of signing the document.
    • If you revoke (cancel) your Waiver & Release, your Position will still be eliminated but you will not receive any Severance Pay from the University.
  14. What days and times can I turn in my signed Waiver & Release to Human Resources in person?
    • Normal business hours are Monday through Friday from 8:00 am to 4:30 pm
    • You may turn in your Waiver and Release in person during those hours only.  A member of the HR staff must be there to accept your documents in person, do not leave them if no one is there to receive them.
  15. Can I elect to receive my Severance Pay in payments instead of a lump sum?
    • No, Severance Pay will only be paid in lump sum.
  16. Can I defer my Severance Pay until a later year?
    • No.  Payment(s) under this plan will be made entirely in the year in which your Position was eliminated. 
  17. Is my Involuntary Severance Pay added into my “base salary”, which would increase my salary for pension/retirement purposes?
    • Severance Pay is a one-time special payment and each retirement system handles “Incentive Pay outs” differently.  KTRS and KERS do not add the payout to this year’s earnings, however:
      • KTRS Participants: Severance Pay does NOT apply to the annuity payment calculation.     
      • KERS Participants: Severance Pay DOES apply to the annuity calculation.  The effect of the Severance Pay is spread out over the total attributable months credited to retirement. 
  18. Will retirement contributions be withheld from my Severance Pay?
    • KERS Participants: Yes, retirement contributions will be withheld from any Severance Pay payment(s) made to you.
    • KTRS Participants: No, retirement contributions will not be withheld from any Severance Pay payment(s) made to you.
    • ORP Participants: Yes, retirement contributions will be withheld from any Severance Pay payment(s) made to you.

Involuntary Severance Benefits

  1. Am I eligible to receive unemployment if my Position is eliminated under the RIF?
    • EKU does not make unemployment compensation eligibility decisions. The eligibility for, and amount of, unemployment compensation benefits available to those employees affected by the RIF are determined at the sole discretion of the Kentucky Office of Employment and Training. The University will not contest any application for unemployment compensation benefits made to the Office of Employment and Training by an employee affected by the RIF.   
  2. How long will I be considered a Priority Applicant for posted positions at EKU?
    • Following your Involuntary Separation Date, you will be considered a Priority Applicant for available EKU positions for a period of one year from your involuntary separation date. 
  3. Who will provide outplacement/job search assistance? When? Where?
    • At this time, we anticipate that outplacement services will be provided by EKU staff.  These staff could be from Human Resources, the Center for Career and Cooperative Education, or from other department on campus with staff who are qualified to provide such services.
    • Services will be provided in a variety of campus locations during a variety of times, so that every affected staff member will have adequate access to these services.
  4. Does my supervisor need to allow me time, during the regular work day, to access Outplacement Services? Will this time be considered paid work time by EKU?
    • Yes, supervisors will be advised to allow you reasonable time, during your regular work day, to access Outplacement services.  This should be coordinated with your supervisor to avoid unnecessary disruption to the Work Unit’s work. 
  5. I am currently enrolled in classes at EKU using my staff scholarship/tuition waiver.  Will I be able to complete my degree program using this benefit if my Position with EKU is eliminated under the RIF?
    • Tuition waiver benefits will be available to RIF participants for twelve months from the Involuntary Separation Date.  A Tuition Waiver Plan has been built in to the Staff RIF to outline the tuition benefits provided to affected employees.   
    • Staff Members may finish current classes and enroll in additional classes that start before twelve (12) months from the Involuntary Separation Date; but in no event may this class start after June 30, 2014, subject to the provisions of the Staff Tuition Waiver Staff RIF Plan.   
  6. I currently have a dependent who is taking classes at EKU on my staff tuition waiver plan.   How will s/he be affected my Position is eliminated under the RIF?
    • Tuition waivers for dependents will end in the semester in which your Position is eliminated under the RIF. 
  7. Why does the dependent tuition waiver end prior to the tuition waiver provided to the affected Staff Member?
    • The University is not required to provide a tuition waiver plan for employee’s dependents.    The University has decided to continue tuition waivers for employees for one year after the employee’s Involuntary Separation Date but not continue the tuition waiver for dependents. 
  8. What happens to my unused but earned vacation and sick time?
    • Vacation time earned but not yet used will be paid to you on your last regular paycheck received from the University.
    • Sick time earned but not used can be donated to the EKU Sick Leave Bank if you so choose, but is not payable to you upon separation of employment for any reason. This is standard University policy for all employees who voluntarily or involuntarily leave employment. 
  9. When will my health insurance coverage and other University provided benefits end?
    • As with all terminations of employment, benefits end on the last day of the month in which an employee leaves EKU.
  10. Can I continue my voluntary benefits after I leave?
    • At your expense, voluntary benefits may be continued after your employment with EKU ends.  You should contact each provider for additional information and to make payment arrangements.
    • For additional questions concerning continuity of coverage for voluntary benefits, you should attend a Benefits Information Session at EKU on either March 28thor April 3rd.  You can also contact our HR Benefits office at 859-622-8637 for directions on how to contact the benefits providers directly or refer to your Employee Benefits Guide.
  11. With my Flexible Spending Account (FSA), I elected to contribute $2,500 for 2013, but have only had $1,000 deducted from my payroll as of my Involuntary Separation Date and have already incurred $1200 in allowed expenses, what happens to the additional $200 or to any additional expenses I incur prior to the date of my Involuntary Separation Date from the University?
    • It depends upon the type of FSA you are referring to:
      • Child care is only reimbursable after it has been deducted from your paycheck.  You can submit receipts for covered expenses through your Involuntary Separation Date and will be reimbursed for approved expenses up to the amount you have contributed to your FSA account to date.
      • Medical expenses that are incurred prior to your Involuntary Separation Date will be paid through your FSA for approved expenses, up to the amount you specified on your 2013 FSA Enrollment form.  The payment of covered expenses is not limited by the amount you have contributed through payroll deduction as of the Involuntary Separation Date.   If approved expenses exceed the payroll deductions at the time you separate you will not be required to reimburse the University.   
  12. What services are provided through the Employee Assistance Program (EAP) that can assist me during my transition from employment at EKU?
    • The Employee Assistance Program (EAP) offers a variety of services to assist you with issues of daily living.  EAP can help you deal with the personal and professional problems that interfere with your peace of mind and your ability to enjoy life and work.
    • Call EAP Monday through Friday from 8:00 am to 5:00 pm Eastern Time at (859) 309-0309 or (877) 834-7836 and identify yourself as an EKU employee.
    • EAP services are also available to family members of EKU employees, and all services are confidential.

Diversity

  1. Aside from the VP and HR looking at these Staff RIF plans, which other departments will be looking at the plans?
    • In addition to the review by the Executive Director of Human Resources, the Staff RIF plans will also be reviewed by the Equal Employment Opportunity Office for an adverse impact analysis. In other words, EOO will be looking for whether the Staff RIF has a disproportionately negative effect on a protected group.
  2. Is the University still committed to non-discrimination in the workplace?
    • Absolutely. Throughout the Staff RIF plan the University restates its commitment to non-discrimination in the workplace. For example:
      • Cover page - the EOO statement is clearly and prominently displayed in order to remind all of us that the University is committed to operating a non-discriminatory manner.
      • Introduction section, page 1 - the University clearly commits to the conducting the reduction in force process in a "fair and equitable manner".
      • University Review and Approval section, page 5 - the University states that the reductions in force may not be "discriminatory in nature".
      • Creating a Staff RIF Plan, page 5 - the criteria for reduction in force is based upon "seniority", a criteria established by an employment date not by a discriminatory factor to be considered.
  3. If I believe that I have been discriminated against by the Staff RIF, what should I do?
    • The University Equal Employment Office is responsible for the administrative management and policy implementation of the University's equal opportunity and affirmative action programs. You can direct complaints of alleged discrimination/harassment to the EOO. You, of course, also retain your rights to pursue an action against the University with federal or state equal employment agencies and/or in state or federal court.
  4. Is the University still committed to diversity?
    • Yes, the University continues to be committed to promoting a climate and culture that respects and celebrates diversity. Nothing in the Staff RIF plan supersedes or negate this commitment.
  5. Will diversity be a factor taken into consideration in the reduction in force?
    • Diversity is not a stated criteria in the Staff RIF plans. As stated in the Creating a Staff RIF Plan, page 5, after "a thorough review of the criticality of Job Classification/Titles, the University may determine that one or more Job Classifications/Titles, within or across Work Units, may be eliminated, and if the Work Unit has more than one Position within the same Job Classification/Title, all such Positions must be reviewed at the same time. For the purpose of determining which Positions will be affected by a reduction in force, University Service will be the primary factor in determining which Position(s) among multiple Position(s) will be retained. Reduction in force will be done in reverse order of Seniority by Job Classification/Title within a Work Unit."