General Information
- Applicants for vacancies must be considered and routed per the terms of rules for each employee group.
- This document does not supersede language or provisions of any collective bargaining agreement, the Civil Service Employment Rules, or any University Administrative Policy or Procedure.
Contacts for Questions
Contact the Employee & Labor Relations team for any questions about information contained in this document.
AFSCME-Clerical Positions
Reference: AFSCME-Clerical Contract, Article 5, Sections 3 and 4
See notes section below for additional information.
Priority Hire Rights Employees | ||
|---|---|---|
PriorityOrder | Details | Ref |
| 1 | AFSCME-Clerical employees from any UMN department who have received a layoff notice but who have not yet been laid off have rights to a vacancy if:
| Art. 5 Sec. 3.A |
| 2 | Former AFSCME-Clerical employees from the department with the current vacancy on the layoff list who have already been laid off have rights to a vacancy if:
| Art. 5 Sec. 3.B |
| 3 | Former AFSCME-Clerical employees on the layoff list who have already been laid off have rights to a vacancy if:
| Art.5 Sec. 3.C |
| 4 | AFSCME-Clerical employees who cannot return to their current position due to a non-work related disability under the ADA have rights to a vacancy if:
| Art. 5 Sec. 3.D |
| 5 | AFSCME-Clerical employees who cannot return to their current position due to a work-related injury or illness have rights to a vacancy if:
| Art. 5 Sec. 4.A |
| 6 | AFSCME-Clerical employees from the department with the current vacancy do not have a right to be hired, but must be considered ahead of other applicants if:
| Art. 5 Sec. 4.A |
| 7 | UMN employees of any employee group who cannot return to their current or former position due to a disability under the ADA do not have a right to be hired, but must be considered ahead of other applicants if the employee is qualified | Art. 5 Sec. 4.B |
| 8 | All other candidates | Art. 5 Sec. 4.B |
Notes:
The “applicable definition of layoff” is the category of position from which the employee was laid off, as detailed below:
Applicable definition of layoff
Definition of Layoff Position Categories
Percentage or Term
What Constitutes a Layoff?
Percentage of Time (100% = 40 hrs/week)
100% Reduction below 90% time
Percentage of Time (100% = 40 hrs/week) 75-99% Reduction below 75% time Percentage of Time (100% = 40 hrs/week) 50-74% Reduction below 50% time Percentage of Time (100% = 40 hrs/week) 36-49%
Reduction below 36% time Appointment Term 12-month (P12)
Reduction greater than 4 weeks Appointment Term 9-month (P9), 10-month (P10), or other Reduction greater than 4 weeks For example, an employee holding an 80% time position falls into the 75-99% definition of layoff position category. They would be considered “laid off” if their position is reduced below 75% time, even if they continue working in the reduced position, and would have layoff rights to positions ranging from 75% time up to 99% time as described in the Priority Order chart.
“Measurable, job-related selection criteria” means preferred qualifications that are a refinement of the required qualifications, and that can be quantified objectively, e.g. length of experience or completed training in a specific job function.
The “related series” are Office Administration (job codes 1811, 1826 & 1885), Accounting (1811, 1858 & 1888) and Operations/Student Services (1811, 1815 & 1865). 1811 is the entry-level for all three of these series. Job code 1897 is not part of a related series.
If there is more than one candidate in a priority level for the vacancy, the one with the most University seniority has first rights.
- All candidates must be able to perform the essential functions of the job with or without reasonable accommodation.
AFSCME-Technical Positions
Reference: AFSCME-Technical Labor Contract, Article 5, Sections 3 and 4
See notes section below for additional information.
| Priority Hire Rights Employees |
|
|---|---|---|
PriorityOrder | Details | Ref |
1 | AFSCME-Technical employees from any UMN department who have received a layoff notice but who have not yet been laid off have rights to a vacancy if:
| Art. 5 Sec. 3.A |
2 | Former AFSCME-Technical employees from the department with the current vacancy on the layoff list who have already been laid off have rights to a vacancy if:
| Art. 5 Sec. 3.B |
3 | Former AFSCME-Technical employees on the layoff list who have already been laid off have rights to a vacancy if:
| Art. 5 Sec. 3.C |
4 | AFSCME-Technical employees who cannot return to their current position due to a non-work related disability under the ADA have rights to a vacancy if:
| Art. 5 Sec. 3.D |
5 | AFSCME-Technical employees who cannot return to their current position due to a work-related injury or illness have rights to a vacancy if:
| Art. 5 Sec. 3.E |
6 | AFSCME-Technical employees from the department with the current vacancy do not have a right to be hired, but must be considered ahead of other applicants if:
| Art. 5 Sec. 4.A |
7 | UMN employees of any employee group who cannot return to their current or former position due to a disability under the ADA do not have a right to be hired, but must be considered ahead of other applicants if the employee is qualified | Art. 5 Sec. 4.B |
8 | All other candidates | Art. 5 Sec. 4.B |
Notes:
- The “applicable definition of layoff” is the category of position from which the employee was laid off, as detailed below:
Applicable definition of layoff | ||
|---|---|---|
Definition of Layoff Position Categories | Percentage/Term | What Constitutes a Layoff? |
Percentage of Time (100% = 40 hrs/week) | 100% | Reduction below 90% time |
| Percentage of Time (100% = 40 hrs/week) | 75-99% | Reduction below 75% time |
| Percentage of Time (100% = 40 hrs/week) | 50-74% | Reduction below 50% time |
| Percentage of Time (100% = 40 hrs/week) | 36-49% | Reduction below 36% time |
| Appointment Term | 12-month (P12) | Reduction greater than 4 weeks |
| Appointment Term | 9-month (P9), 10-month (P10), or other | Reduction greater than 4 weeks |
For example, an employee holding an 80% time position falls into the 75-99% definition of the layoff position category. They would be considered “laid off” if their position is reduced below 75% time, even if they continue working in the reduced position, and would have layoff rights to positions ranging from 75% time up to 99% time as described in the Priority Order chart.
“Measurable, job-related selection criteria” means preferred qualifications that are a refinement of the required qualifications, and that can be quantified objectively, e.g. length of experience or completed training in a specific job function.
The “related series” are Data Processing Technicians (job codes 4901, 4902, 4903 & 4904), Child Care Teacher (4905 & 4909), Applications Programmer (4906 & 4907), Health & Safety Technician (4914, 4915 & 4916), Animal Care Technician (4921 & 4922), Research Plot Technician (4926 & 4927), Photographic Laboratory Technician (4931 & 4932), Veterinary & Laboratory Technician (4934, 4940, 4941, 4944, 4945 & 4946), Research Veterinarian Technician (4953, 4955 & 4958), Engineering Technician/Assistant (4961 & 4962), Communications Technician (4967 & 4968), Electronics Technician (4975, 4976 & 4979), Laboratory Machinist (4981, 4982, 4983 & 4984), and Library Assistant (4995, 4996 & 4997).
If there is more than one candidate in a priority level for the vacancy, the one with the most University seniority has first rights.
All candidates must be able to perform the essential functions of the job with or without reasonable accommodation.
AFSCME-Health Care Positions
Reference: AFSCME-Health Care Contract, Article 13, Section 3 See notes section below for additional information.
Priority Hire Rights Employees | ||
|---|---|---|
PriorityOrder | Details | Ref |
| 1 | Current AFSCME-Health Care employees who received a layoff notice but who have not yet been laid off have rights:
| Art. 13 Sec. 3.A. |
| 2 | Former AFSCME-Health Care employees on the layoff list who have already been laid off have rights as long as:
| Art. 13 Sec. 3.B. |
| 3 | Current AFSCME-Health Care employees who cannot return to their current position due to a disability under the ADA or a work-related injury/illness have rights as long as:
| Art. 13 Sec. 3.C. |
| 4 | Current AFSCME-Health Care employees requesting a transfer will have rights as long as:
| Art. 13 Sec. 3.D. |
| 5 | Current AFSCME-Health Care employees with five (5) or more years of continuous service who have applied for the vacancy will have rights as long as:
| Art. 13 Sec. 3.E. |
| 6 | Current AFSCME-Health Care employees from the department with the vacancy will have rights:
| Art. 13 Sec. 3.F. |
| 7 | Current AFSCME-Health Care employees from the department with the vacancy with less than five (5) years of continuous service who have applied for the vacancy will have rights as long as:
| Art. 13 Sec. 3.G. |
| 8 | UMN employees of any employee group who cannot return to their current position due to a disability under ADA will have rights as long as:
| Art. 13 Sec. 3.H. |
| 9 | UMN employees of any employee group who cannot return to their current position due to a work-related injury/illness will have rights as:
| Art. 13 Sec. 3.I. |
Teamsters Positions
Reference: Teamsters Contract, Article 25, Sections 4 and 7, Article 26, Article 28
See notes section below for additional information.
Priority Hire Rights Employees | ||
|---|---|---|
PriorityOrder | Details | Ref |
| 1 | The Teamster-represented employee who was laid off from the specific posted position and after being laid off, took a position in a different classification in the same Immediate Geographic Area; OR The Teamster-represented employee who, prior to being injured on the job, held the specific posted position and is now able to return to work in that position. | Art. 26.4; Art. 25.7 |
| 2 | A Teamster-represented employee who has been notified of being laid off in the same job classification and Immediate Geographic Area but has not yet been laid off. | Art. 26.2 A. |
| 3 | A Teamster-represented employee who has been notified of being laid off in a different job classification in the same Immediate Geographic Area, has not yet been laid off, and previously earned master seniority in the posted job classification and Immediate Geographic Area. | Art. 26.2 D. |
| 4 | A former Teamster-represented employee who has been laid off, including as a result of being bumped, in the same job classification and Immediate Geographic Area. | Art. 26.5; Art. 26.7; Art. 26.8 |
| 5 | A former Teamster-represented employee who has been laid off, including as a result of being bumped, in a different job classification and same Immediate Geographic Area. | Art. 26.8 |
| 6 | Current Teamster-represented employees who are working in the same job classification and Immediate Geographic Area | Art. 25.4 |
| 7 | Current Teamster-represented employees working in any other Teamster classification in the Immediate Geographic Area. | Art. 25.4 |
| 8 | Current Teamster-represented employees working in any other Teamster classification outside the Immediate Geographic Area | Art. 25.4 |
| 9 | Current Teamster-represented employees returning from Workers’ Compensation leave who are unable to return to the position held at the time of injury; OR Current Teamster-represented employees who are unable to return to their prior position due to a disability under the ADA | Article 25.7 Article 28.3 |
| 10 | UMN employees of any other employee group who cannot return to their current or former position due to a disability under the ADA do not have a right to be hired, but must be considered ahead of other applicants if the employee is qualified | University practice; contract silent |
| 11 | Qualified other UMN employee or non-employee applicants | University practice; contract silent |
Notes:
1. In all cases, the candidate must meet the minimum qualifications for the position.
2. Master seniority is the continuous length of time in a particular classification in the bargaining unit within an IMMEDIATE GEOGRAPHIC AREA.
3. Total seniority is the length of continuous employment with the employer.
4. If there is more than one candidate in a priority level for the vacancy, the one with the most Master Seniority has first rights. If none have Master Seniority, then the one with the most Total Seniority has first rights.
5. All candidates must be able to perform the essential functions of the job with or without reasonable accommodation.
6. Laid-off employees retain layoff rights for up to 2 years from the date of layoff.
Civil Service Positions
Reference: Civil Service Employment Rules (see Rules 6.3 and 12.3):
Priority Hire Rights Employees | ||
|---|---|---|
Priority Order | Details | Ref |
| 1 | A current Civil Service employee who has been given a notice of layoff in the same job classification and seniority unit as the posted vacancy. | Rule 12.3.1.4 |
| 2 | A current Civil Service employee who has been given a notice of layoff in a different job classification, but previously passed probation in the job classification of the posted vacancy. | Rule 12.3.2.5 |
| 3 | A former Civil Service employee on the layoff list from the same job classification and seniority unit as the vacancy (this is a “recall”). | Rule 6.3.1.1 Rule 12.3.3.3 |
| 4 | A former Civil Service employee on the layoff list from the same job classification as the vacancy. | Rule 6.3.1.1 Rule 12.3.3.1 |
| 5 | A former Civil Service employee who is on the job transfer list and cannot return to their current position due to non-work-related disability under the ADA. | Rule 6.3.1.2 Rule 12.3.4.4 |
| 6 | A former Civil Service employee on the job transfer list because of an on-the-job injury. | Rule 6.3.1.3 Rule 12.3.4.4 |
| 7 | Former Civil Service employees whose names appear on a layoff list for another Civil Service classification are not entitled to hire but must be considered next. | Rule 6.3.2.1 Rule 12.3.3.5 |
| 8 | Current University Civil Service employees are not entitled to hire but must be considered next. | Rule 6.3.2.1 |
| 9 | UMN employees of any employee group who cannot return to their current or former position due to a disability under the ADA are not entitled to hire but must be considered next. | Rule 6.3.2.2 |
| 10 | All other qualified applicants may be considered next. | Rule 6.3.2.2 |
Notes:
1. In all cases, a candidate must be “qualified to perform the work,” which means possessing the required qualifications for a particular position. The candidate need not meet “preferred” qualifications.
2. If there is more than one candidate in a priority level for the vacancy, the one with the most Classification Seniority has first rights.
3. All candidates must be able to perform the essential functions of the job with or without reasonable accommodation.
4. A candidate may accept a temporary/casual position (#0001/#0007) with the University and still be considered eligible to remain on the priority hire list.