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Oct 3, 2022
Administration and Operatio...
5.22 Teacher Layoff
College Hall 106
Last Revised: 15 Oct 2004
Refer Questions to: Vice President, Clerc Center
This policy applies to teachers in the Laurent Clerc National Deaf Education Center (Clerc Center) of Gallaudet University.
Although the University is committed to avoiding layoffs of personnel to the greatest extent possible, conditions may arise which call for the layoff of Clerc Center teachers due, most often, to program discontinuance or reduction, reorganization, decreased workload, budget considerations, or other reasons which indicate that the employee’s services are no longer needed. The University does not have a contract of employment with any Clerc Center teacher. Nevertheless, layoffs are conducted in a manner that is fair, respects long-term commitments to the University, and is sensitive to the needs and financial security of employees as well as to the mission of the University. Recommendations for layoffs are submitted by the Principal to theVice Presidentfor approval. Individual layoffs must also be approved by the Director of Human Resources and the Director of Equal Opportunity Programs.
Throughout this policy, the word program may also mean a unit, department, office, service, or function.
Approved by: Gallaudet University Board of Trustees
Regular Status Teachers
Teachers with a continuing appointment are notified of layoff in writing at least six months in advance of the final date of employment. Probationary teachers are notified of layoff in writing at least three months in advance of the final date of employment. In no case is a regular status teacher terminated before the end of a semester.
Extended Temporary Status Teachers
If the appointment will end prior to its scheduled termination, extended temporary status teachers are notified of layoff in writing at least two weeks in advance.
Short-Term Substitute Teachers (Temporary)
If the appointment will end prior to its scheduled termination, short-term substitute teachers are notified of layoff in writing at least two weeks in advance.
Teachers with a Continuing Appointment
Teachers with a continuing appointment who are laid off receive two weeks base salary for every full year of full-time service in a regular status or extended temporary status position with a minimum severance payment of one-half their annual base salary and a maximum payment of the teacher’s 10-month base salary. (Two weeks salary is computed at one-half of one-tenth of the teacher’s ten month base salary.) Severance pay may be paid in a lump sum within 30 days of the date of separation or paid over a period not to exceed one year, at the discretion of the teacher. Sick leave and personal leave do not accrue while being paid for severance.
Probationary teachers who are laid off receive two weeks salary for each full year of service in a regular status or extended temporary status position. (Two weeks salary is computed at one-half of one-tenth of the teacher’s ten month base salary.) Severance pay may be paid in a lump sum within 30 days of the date of separation or paid over the duration of the weekly entitlement, at the discretion of the teacher. Sick leave and personal leave do not accrue while being paid for severance.
If an extended temporary appointment is terminated prior to its expiration, two weeks base salary is given for each full year of continuous service. Severance pay is paid in a lump sum within 30 days of the date of termination.
Short-Term Substitute Teachers
Short-term substitute teachers, and all other incidental teachers, are ineligible for severance pay.
If a teacher with a continuing appointment is scheduled to be laid off, every effort is made to identify alternative employment during the notification period if the teacher is interested and applies for available positions. Additionally, teachers with a continuing appointment are given the opportunity to apply and receive priority consideration to fill their teaching position or a similar teaching position if opened during a two-year period following separation.
Teachers receive priority consideration over a non-Gallaudet applicant for other vacant positions at the University for one year following their separation.
Teachers who are reemployed as Clerc Center teachers are offered the salary corresponding to their track/step placement at the time of layoff (adjustments may be made if the individual is eligible for a track change or if an adjustment is allowable under the teacher compensation guidelines). Salary offers for staff or University faculty positions will be consistent with staff or faculty compensation guidelines and may take into consideration such factors as the level or rank of the position, the appointment schedule, and the department budget.
Teachers who are rehired while still receiving severance salary payments from the University or are rehired during a period for which severance was paid will no longer receive severance payments or will reimburse the University for the severance paid for any week or portion thereof covered by the reemployment. Reemployment dates are determined by the University.
All separating employees should contact Human Resources Services for information regarding termination, continuation of coverage or conversion privileges for insurances, and for information regarding retirement options and eligibility.
Unused sick leave is not reimbursable and may not be used to prolong the separation date.
Educational Benefits (Educational Assistance, Tuition Assistance, Tuition Waiver)
Eligible employees and their family members may continue in the course(s) in which they are enrolled at the time of notification. Employees and their family members may not receive educational benefits for a course which would be scheduled to begin following their effective date of termination. Laid off employees are not required to reimburse the University for the cost of the course(s).
Teachers may appeal their layoffs through established grievance procedures.
The Dean’s Office is responsible for preparing a Separation Personnel Action Form and for verifying the return of University property and any monies due. Employees are expected to return their keys, access card, identification card, purchasing card, etc. to the appropriate office.
Gallaudet University, chartered in 1864, is a private university for deaf and hard of hearing students.
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