Skip to main content
  • Duke@Work
  • About HR
  • Managers
Home

Human Resources

Search form

  • Careers
    • Search/Apply for Jobs
    • Frequently Asked Questions
    • Duke Temporary Service (DTS)
    • About Duke
    • Job Descriptions
    • Affirmative Action & Nondiscrimination
  • Benefits
    • Medical, Dental, & Vision Benefits
    • Reimbursement Accounts
    • Employee Discounts
    • Retirement
    • Time Away From Duke
    • Educational Benefits
    • Family-Friendly Benefits
    • Financial Security Benefits
    • Benefits Unique to Duke
    • Employee Appreciation
    • Benefits Enrollment
    • Summary Plan Descriptions & Required Notices
  • Health & Wellness
    • Get Moving Challenge
    • LIVE FOR LIFE
    • Health Assessments
    • Farmers Market
    • Mobile Farmers Market
    • Duke Fitness Club
    • Run/Walk Club
    • Exercise & Fitness
    • Mental Health & Stress
    • Webinars
    • Personal Assistance Service (PAS)
    • Health Coaching Programs
    • Nutrition Programs
    • Tobacco Cessation
    • DukeWELL
    • Employee Occupational Health & Wellness (EOHW)
    • Workers' Compensation
  • Compensation
    • Pay Statements
    • Pay Schedules & Forms
    • Pay Ranges & Job Classifications
    • Overtime Changes
  • Training
    • Learning Management System
    • Professional Development Course Offerings
    • Special Development Programs
    • Career Resource Center
    • Consulting & Organization Development
    • Location & Facilities
  • Policies
    • Recruitment, Hiring, & Transferring
    • Diversity & Institutional Equity
    • Workplace Expectations & Guidelines
    • Staff Development
    • Benefits
    • Pay Administration
    • Payroll
    • Time Away From Duke
    • Workplace Health & Safety
    • International
    • Definitions
  • Forms
    • Benefits Forms
    • Manager Forms

You are here

  • Home
  • Managers
  • Departure/Termination
  • Reduction-in-Force

Reduction-in-Force

On occasion, economic or operational factors require a reduction in a department’s workforce. The underlying philosophy concerning any reduction-in-force is that Duke values its staff whose performance meets expectations and who have no current corrective actions when positions must be eliminated.

Where possible, Duke first attempts to redeploy eligible staff into comparable positions in which they meet position requirements. Following this process, Duke will work to sponsor short-term training options in an attempt to provide staff with the skills necessary for their placement into positions of comparable pay. Finally, if redeployment is not possible, Duke will implement layoff provisions.

Any staff directly affected by a reduction-in-force will receive at least a 60-day written notice of a layoff from either a supervisor, entity or department Human Resources representative, and the employee’s department head. This notice will contain information including instructions about staff rights and responsibilities. Staff are expected to work until the effective position elimination date unless an exception has been approved by a staff member’s entity or department Human Resources representative.

Staff rehired by Duke within one year following layoff will retain all benefit eligibility accrued during the prior service period. Continuous Service Dates will remain the same as those prior to layoff. The reduction-in-force process applies to all regular full-time and part-time staff but excludes both staff who have not completed the 90-day orientation and evaluation period and staff whose positions are fully funded by grants or term positions for special projects that have a specified end date (staff must be notified in writing at the time of hire that they are not eligible for severance). Staff layoff and recall rights that are covered by bargaining unit agreements are governed by the provisions of those agreements.

For more information, visit the following sections of the Online HR Policy Manual:

  • Reduction-in-Force

Managers

  • Recruitment & Hiring
    • Planning the Recruitment Process
      • Assessing the Job Description
      • Identifying Key Qualifications
    • Developing a Diverse Candidate Pool
      • Benefits of Working at Duke
    • Candidate Review & Selection
      • Preparing for the Interview
      • Checking References
      • Selecting the Final Candidate
      • Background Checks
    • Duke Temporary Service
      • Hire a Temp
      • Aerotek/Actalent and Grace Federal Solutions
      • Process Flow
      • Benefits of DTS
      • Before Assignment
      • Manager's Role
      • DTS Support & Responsibilities
      • Frequently Asked Questions
    • Tools & Templates
    • Advancing Recruitment & Retention Together
    • SuccessFactors: Support Resources
      • Overview Session Registration
      • Q&A for Hiring Manager Teams
  • New Staff Orientation
    • Pre-hire Preparation
    • New Hire Introductions
    • New Hire Orientation
    • Department Orientation
    • Ongoing Onboarding
    • Required Training & Policy Review
    • Tools & Templates
  • Benefits
  • Pay Administration
    • Answers to Common Questions About Pay
    • Express Classification
    • Minimum Wage
    • Overtime Implementation
    • University's 2020 Compensation Program
  • Performance Management
    • Pay & Performance (University)
      • Performance Evaluation and Planning
        • Defining Levels of Performance
        • Suggested Professional Development Activities
      • Self-Assessment
      • Manager Toolkit
      • Frequently Asked Questions
    • Pay & Performance (DUHS)
    • Professional Development Plan
      • Development Suggestions
  • Managing Staff Time
  • Employee Recognition
    • Monetary Awards & Gifts
    • Approval, Funding, Payment
    • Recognizing the Retirement of Staff Members
    • Examples of Recognition
  • Workplace Health & Safety
    • Worker's Compensation Manager Information
      • When Accidents Happen
      • If Unable to Work
      • Returning to Work
  • Departure/Termination
    • Voluntary Separation & Retirements
      • Retirement Gift Guidelines
      • Exit Survey Process
    • Involutary Separation
    • Reduction-in-Force
  • Updates & Memos

Human Resources

Duke Human Resources
705 Broad St. Box 90496
Durham, NC 27705
Phone: (919) 684-5600
Have questions?

Follow Us
  • Facebook
  • Twitter
  • Linkedin
  • Youtube
Duke University
  • Duke University
  • Working@Duke