Human Resources

Laid off employees will receive their final paycheck on the last day of work, at their regular place of work. If the employee receives pay in lieu of notice, the check is paid at the time of notice for all future wages.

Vacation will be paid out on the last day of work. Sick leave is reinstated upon reemployment, if you are on preferential rehire status.

Employees covered by a collective bargaining agreement can elect severance pay or retain preference and recall rights.

Employees who have been laid off have the right to file a grievance/complaint in accordance with the applicable contract or policy by which they are covered. Refer to the applicable contract/policy.

An employee with preferential rehire rights will receive preferential consideration for any active, vacant career position when the position is at the same or lower salary grade, and at the same or lesser percentage of time. Preferential rehire entitles layoff candidates to have their applications forwarded to the hiring department before all other applications are forwarded, provided the employee meets the minimal qualifications of the position.

Recall entitles layoff candidates to an open, vacant position in the same classification, salary grade, and department, at the same or lesser percentage of time as the position held at the time of layoff. A layoff candidate could have recall rights for up to three years from the date of layoff depending upon the employee’s service time.

Human Resources offers a variety of services, which include: 

• Faculty and Staff Assistance Program (FSAP): Confidential cost-free counseling for faculty, staff, and their immediate family members. Mental health assessment, consultation, and referral services are also offered.
• Temporary Employment Services (TES): individual consulting on the employment application process and resource information on job development agencies in regional areas, as well as resume review and preparation for job searches. Individuals may apply at TES for temporary employment. TES also offers a 4-hour DaFIS training module.

Separated employees may be eligible to receive unemployment insurance benefits. To determine their eligibility, they must file a claim at a local office of the State of California Employment Development Department (EDD). They may also file a claim by calling EDD at (800) 300-5616 or by visiting their website at https://edd.ca.gov/. Additionally, a Human Resources representative is available to assist at (951) 827-3641, or at employee.relations@ucr.edu, to provide the employee with information regarding considerations in determining eligibility.

Employees and/or their eligible family members may be eligible to continue UC-sponsored coverage under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985). You have 60 days from the date you lose coverage by reason of a qualifying event (employment termination) or from the date you receive notice of your continuation rights, whichever is later, to apply for COBRA continuation.

COBRA continuation coverage is identical to the UC-sponsored health coverage you and/or your family members had immediately prior to qualifying for COBRA coverage except you pay the full cost; there is no UC contribution.

Covered California is also an option you may want to consider for medical insurance. Covered California is an easy-to-use marketplace where most Californians can get health coverage that cannot be denied by health insurance companies or canceled if they are sick or have a pre-existing health condition. Separating from UC will provide you with a “qualifying event” to enroll through Covered California.

Written notice of intent to terminate the employment of a non-probationary career employee must state that the employee has eight (8) calendar days to respond to the intent notice.

An employee may request an extension of the response period for a notice of intent by submitting a written request for extension to Employee and Labor Relations. The request for extension must be made before the end of the response period. The decision to approve or deny the request will be provided to the employee in writing.

Employees who have been laid off have the right to file a grievance/complaint in accordance with the applicable contract or policy by which they are covered. Refer to the applicable contract/policy.

For more information on pursuing a grievance process, visit the Employee Complaint Process Process webpage.

An employee who has been terminated for cause will have their benefits end on their last day of employment.

An employee who has been terminated for cause will not be eligible for reemployment.

An employee who receives a notice of intent may be assisted by a representative of their choosing, except that a supervisory or confidential employee may not represent a non-supervisory or non-confidential employee; and a non-supervisory or nonconfidential employee may not represent a supervisory or confidential employee.

Employees and/or their eligible family members may be eligible to continue UC-sponsored coverage under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985). You have 60 days from the date you lose coverage by reason of a qualifying event (employment termination) or from the date you receive notice of your continuation rights, whichever is later, to apply for COBRA continuation.

COBRA continuation coverage is identical to the UC-sponsored health coverage you and/or your family members had immediately prior to qualifying for COBRA coverage except you pay the full cost; there is no UC contribution.

Covered California is also an option you may want to consider for medical insurance. Covered California is an easy-to-use marketplace where most Californians can get health coverage that cannot be denied by health insurance companies or canceled if they are sick or have a pre-existing health condition. Separating from UC will provide you with a “qualifying event” to enroll through Covered California.

An employee terminated for cause is not eligible for unemployment insurance.

Generally, if an employee is involuntarily terminated for cause they receive their final paycheck on their last day of employment. Final pay is usually dispersed through the employee's normal payment method (direct deposit or paper check).