RIF

 

 The approval process for layoffs in West Virginia for classified state employees involves the appointing authority and a relevant board.

Here's a refined breakdown of the approval process:

1. Appointing Authority: When a layoff becomes necessary, the manager with the authority to hire and fire employees (appointing authority) initiates the process.
2. Board Approval: The appointing authority must submit a proposal for the layoff to the relevant board for approval. This proposal likely includes details like the number of positions affected, the reasoning behind the layoff, and the selection process for determining who will be laid off.
3. Employee Rights: Affected employees have the right to attend these board meetings where the layoff proposal is discussed. They may also have the opportunity to address the board and present their case against the layoff or propose alternative solutions.

While the specific details of employee participation may vary depending on the board and its procedures, the key takeaway is that classified state employees have some level of involvement during the layoff approval process.

Here are some resources you can explore for further details:

• WV Division of Personnel: Their website likely offers a more recent guide on the layoff process for state employees. You can search for terms like "reduction in force" or "RIF procedures" [3].
• Employee Union Representatives: If you belong to a union, your union representative can provide information on any specific provisions in your collective bargaining agreement regarding layoff procedures and employee rights during the approval process.

 -----------------------

 

West Virginia has specific laws in place regarding reductions in force (RIF) for public employees, particularly classified staff. Here's a breakdown of the key points:

• Approval Process: Before a layoff occurs, the appointing authority needs approval from the relevant board. Affected employees have the right to attend board meetings and potentially speak during the process [3].
• Notification: Employees must be notified in writing at least 30 days before a layoff becomes effective [7].
• Seniority: When layoffs occur due to lack of funds, work, or position elimination, seniority plays a role in determining who is laid off. The employee with the least seniority in the affected classification is typically let go first [7].
• Transfer Rights: Classified employees facing layoff due to a position being eliminated may have transfer rights if they have enough seniority [8].
• Recall Rights: After a layoff, there may be a possibility of recall based on seniority within a specific timeframe [4].

Here are some helpful resources for further information:

• West Virginia Code: Look at sections §18A-4-8B (regarding transfers and rescission of layoffs) and §29-6-10A (reduction in force for classified state employees) [1, 4].
• WV Division of Personnel: This website offers a guide titled "Layoff- Understanding Your Rights" that details the RIF process for state employees [3].
• Employee Unions: If you belong to a union, they may have additional resources and support regarding reductions in force.

Remember, this is a general overview, and the specifics may vary depending on your employer (state, county, or school system) and their established policies. It's always best to consult your employer's HR department or a lawyer specializing in employment law for the most up-to-date and specific details.