Applicant Consideration Order by Employee Group

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.

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AFSCME-Clerical Positions

Reference: AFSCME-Clerical Contract, Article 5, Sections 3 and 4 

See notes section below for additional information.

 

Priority Hire Rights Employees

 

Priority 

Order

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: 

  • the employee has passed probation in the same classification as the vacancy, AND
  • the vacancy fits within the applicable “definition of layoff” (see Note 1 below) AND 
  • the employee is qualified and meets the measurable, job-related selection criteria (see Note 2 below).

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: 

  • the vacancy is in the classification from which they were laid off or the  vacancy is in a lower class in the “related series” (see Note 3 below), AND
  • the vacancy fits within the applicable definition of layoff, AND
  • the employee is qualified and meets the measurable, job-related selection criteria.
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: 

  • the employee has passed probation in the same classification as the  vacancy, AND 
  • the vacancy fits within the applicable definition of layoff, AND 
  • the employee is qualified and meets the measurable, job-related selection criteria.
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: 

  • the employee has passed an initial probationary period in any classification;  AND 
  • the vacancy fits within the applicable definition of layoff, AND
  • the employee is qualified and meets the measurable, job-related selection criteria.

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: 

  • the employee has passed an initial probationary period in any classification;  AND 
  • the vacancy fits within the applicable definition of layoff, AND
  • the employee is qualified and meets the measurable, job-related selection  criteria.

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:

  • the employee is qualified and meets the measurable, job-related selection criteria.

Art. 5 Sec. 4.A

7UMN 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

8All other candidates

Art. 5 Sec. 4.B

 

Notes: 

  1. 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 otherReduction greater than 4 weeks
  2. 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. 

  3. “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. 

  4. 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.

  5. If there is more than one candidate in a priority level for the vacancy, the one with the most University seniority has first rights. 

  6. 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

 

Priority 

Order

Details 

Ref

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: 

  • the employee has passed probation in the same classification as the vacancy, AND 
  • the vacancy fits within the applicable “definition of layoff” (see Note 1 below) AND 
  • the employee is qualified and meets the measurable, job-related selection criteria (see Note 2 below).

Art. 5 Sec. 3.A

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: 

  • the vacancy is in the classification from which they were laid off or the vacancy is in a lower class in the “related series” (see Note 3 below), AND
  • the vacancy fits within the applicable definition of layoff, AND 
  • the employee is qualified and meets the measurable, job-related selection criteria.

Art. 5 Sec. 3.B

Former AFSCME-Technical employees on the layoff list who have already been laid off have rights to a vacancy if: 

  • the employee has passed probation in the same classification as the vacancy, AND 
  • the vacancy fits within the applicable definition of layoff, AND 
  • the employee is qualified and meets the measurable, job-related selection criteria.

Art. 5 Sec. 3.C

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: 

  • the employee has passed an initial probationary period in any classification; AND 
  • the vacancy fits within the applicable definition of layoff, AND 
  • the employee is qualified and meets the measurable, job-related selection criteria.

Art. 5 Sec. 3.D 

AFSCME-Technical employees who cannot return to their current position due to a work-related injury or illness have rights to a vacancy if: 

  • the employee has passed an initial probationary period in any classification; AND 
  • the vacancy fits within the applicable definition of layoff, AND 
  • the employee is qualified and meets the measurable, job-related selection criteria.

Art. 5 Sec. 3.E

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:

  • the employee is qualified and meets the measurable, job-related selection criteria.

Art. 5 Sec. 4.A

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

All other candidates 

Art. 5 Sec. 4.B

 

Notes: 

  1. 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 Term12-month (P12)

Reduction greater than 4 weeks

Appointment Term9-month (P9), 10-month (P10), or other

Reduction greater than 4 weeks

  1. 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. 

  2. “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.

  3. 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). 

  4. If there is more than one candidate in a priority level for the vacancy, the one with the most University seniority has first rights. 

  5. 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

 

Priority 

Order

Details 

Ref

1

Current AFSCME-Health Care employees who received a layoff notice but who have not yet been laid off have rights: 

  • in the order of greatest total bargaining unit seniority

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: 

  • the vacancy is in the classification from which they were laid off; AND 
  • they have the greatest total bargaining unit seniority of other former  AFSCME-Health Care employees on the layoff list for the same classification

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: 

  • the employee has passed any initial probationary period with the University; AND 
  • the employee has been medically cleared to return to employment

Art. 13 Sec. 3.C.

4

Current AFSCME-Health Care employees requesting a transfer will have rights  as long as: 

  • the employee is in the same classification as the vacancy; OR 
  • the employee’s current classification is the same pay range as the vacancy

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: 

  • they have the greatest total bargaining unit seniority of other applicants in this category

Art. 13 Sec. 3.E.

6

Current AFSCME-Health Care employees from the department with the vacancy will have rights: 

  • in order of their departmental seniority

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:

  • they have the greatest total bargaining unit seniority of other applicants in this category

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: 

  • the employee has passed any probation with the University; AND 
  • the employee is medically cleared to return to employment

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:

  • the employee is medically cleared to return to employment 
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

 

Priority 

Order

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

2A 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.
3A 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

5A 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
7Current 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

10UMN 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 qualifiedUniversity practice; contract silent
11Qualified 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

1A 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
2A 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
3A 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

4A 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

5A 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

6A 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

7Former 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

8Current University Civil Service employees are not entitled to hire but must be considered next.

Rule 6.3.2.1

9UMN 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
10All 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.