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Includes requirements for updating shared layoff spreadsheets for tracking, generating and sorting affected employee lists with seniority details, coordinating CHR responsibilities, and ensuring proper delivery to personnel files, benefits, certification systems, and relevant administrators. Also specifies restoration/bumping rights verification and LTE/probation/project termination prior to layoff date.",{"@graph":63,"@context":119},[64,80,102],{"@type":65,"itemListElement":66},"BreadcrumbList",[67,71,74,77],{"item":68,"name":69,"@type":70,"position":9},"https://docshare.wps.com","Home","ListItem",{"item":72,"name":10,"@type":70,"position":73},"https://docshare.wps.com/template/",2,{"item":75,"name":41,"@type":70,"position":76},"https://docshare.wps.com/template/letters/",3,{"item":78,"name":59,"@type":70,"position":79},"https://docshare.wps.com/template/layoff-checklist-chapter-19/278642/",4,{"url":78,"name":59,"@type":81,"image":82,"author":87,"headline":59,"publisher":90,"fileFormat":93,"inLanguage":57,"description":61,"dateModified":94,"datePublished":95,"encodingFormat":93,"isAccessibleForFree":96,"interactionStatistic":97},"DigitalDocument",{"url":83,"@type":84,"width":85,"height":86},"https://docshare.wps.com/thumbnails/layoff-checklist-chapter-19/278642.png","ImageObject",442,249,{"name":88,"@type":89},"Sage","Person",{"url":68,"name":91,"@type":92},"DocShare","Organization","application/pdf","2026-10-23","2026-09-15",true,{"@type":98,"interactionType":99,"userInteractionCount":101},"InteractionCounter",{"@type":100},"ViewAction",9,{"@type":103,"mainEntity":104},"FAQPage",[105,111,115],{"name":106,"@type":107,"acceptedAnswer":108},"What must be checked before initiating a layoff?","Question",{"text":109,"@type":110},"Verify whether the employing unit has vacancies in the affected title and whether any employees in that title are on probation. If either is yes, review the situation because layoff may not be necessary.","Answer",{"name":112,"@type":107,"acceptedAnswer":113},"What is the process for the at-risk letter?",{"text":114,"@type":110},"The employing unit sends the at-risk letter with the WISCERS pamphlet to all affected employees. When CHR receives a copy, the Certification Unit enters it into WISCERS, and copies are sent to the employee’s personnel file and UW System Admin, with a layoff spreadsheet entry created for tracking.",{"name":116,"@type":107,"acceptedAnswer":117},"How are employees handled when the layoff date arrives and the layoff actually occurs?",{"text":118,"@type":110},"HR updates required seniority listings for the layoff file, places the layoff letter in the personnel file, retains a copy in the working layoff file, emails a copy to Benefits Services, and provides restoration information to the Certification Unit via the UW-Madison Layoff Restoration Sheet. Updates to both layoff spreadsheets are also required.","https://schema.org",{"og:url":78,"og:type":121,"og:title":59,"og:site_name":91,"og:description":61},"article",{"robots":123,"canonical":78},"index,follow",{"doc_id":125,"site_id":56},278642,1790213582,{"code":4,"msg":5,"data":128},{"doc_id":125,"user_id":129,"nickname":88,"user_avatar":130,"doc_module":9,"category_id":40,"category_name":41,"doc_title":59,"doc_description":61,"doc_content":131,"file_id":132,"file_url":133,"file_type":134,"file_size":135,"view_count":101,"is_deleted":4,"is_public":9,"is_downloadable":9,"audit_status":9,"page_count":73,"language":136,"language_code":57,"site_id":56,"html_lang":57,"table_of_contents":137,"faqs":138,"seo_title":139,"seo_description":61,"update_tm":140,"read_time":9},687197207057,"https://ap-avatar.wpscdn.com/davatar_29158cc5080c5b710cf443261637dec0","Checklist for Layoff for TITLE: Pay Range:  \nName: Empl ID/Empl Record: Employing Unit:  \nLast Date Worked: Effective Date of Layoff:  \n**Remember to periodically update the layoff spreadsheets in the Tracking Layoffs folder in S: shared drive for tracking purposes and certainly at the end of the layoff.  \n1. Pre-layoff  \nDoes the employing unit have any vacancies in the title? No  \nDoes the employing unit have any employees in the title on probation? No  \nIf yes to either question, review situation. Layoff may not be necessary. Maybe just place the employee at risk and then reassign.  \n2. At-risk letter  \n Employing unit sends appropriate at risk letter with WISCERS pamphlet attached to all affected by layoff. (At risk letters are in on-line policy and procedure manual, Chapter 19.)  \nWhen CHR receives copy ofthe at-risk letter:  \n Give at-risk letter to the Certification Unit who enters it into WISCERS system. They write on the at risk letter the date entered into WISCERS.  \n Send copy to employee’s personnel file  \n Send copy to UW System Admin (Jason Beier)  \n Create entry in the layoff spreadsheet in the shared drive for tracking purposes  \n3. Layoff Plan  \n Employing unit appointing authority submits layoff plan to CHR. (Use Chapter 19-D template layoff plan for both nonrepresented and represented.)  \n Print from current payroll a list of employees in titles affected by layoff by employing unit, by class title, by seniority.  \nSort by appt type, seniority. Include birth date, gender, and heritage code. Attach to layoff plan.  \nCHR Responsible for:  \n Approve the layoff plan  \n Fax layoff plan for signature to Office for Equity and Diversity Attention: Luis Pinero and (Bonnie) Veronica Sundal. (Also send e-mail to alert OED) .  \n Draft layoff letter**, which is signed and sent by employing unit appointing authority. (Not less than 15 calendar days prior to layoff date.)  \n Create entry in the layoff spreadsheet in the shared drive for tracking purposes  \nNOTE: Prior to layoff, LTEs, original probations and projects in class must be terminated prior to layoff date.  \nAdditional Note: Since UW-Madison has staffing delegation, we also have delegation for non-rep layoffs.  Copy of signed layoff plan goes to Mark Walters CHR and Jason Beier UW System.  \n4. **Layoff letter  \n Check HRS AND employee’s personnel file in case employee came from another agency to identify classes in which employee previously held permanent status in class to ID bumping rights. In the letter, clearly identify the classes to which employee have restoration rights.  \nEnclosures with layoff letters:  \n Check the applicable layoff letter template for a complete list of the appropriate enclosures and sources of the enclosures.  \n Check with training office to see ifany Job Transition Workshop is scheduled. If not, consider providing the layoff workbook: Surviving a Layoff if not given earlier. These booklets are now in Patrick Sheehan’s office.  \nNote: Since appointing authority signs layoff letter, CHR should provide the enclosures to the employing unit.  \n5. When layoff date is reached, and if layoff actually occurs:  \n Copy the current relevant computer listing of seniority list by BU by EU for layoff file for pay period in which layoff occurred (Use Interactive Query Library Human Resources-EPM>Human Resources Sensitive-EPM>HR Sensititve Personnel Data Query) .  \n Place copy of layoff letter in employee’s personnel file.  \n Retain copy in your “working layoff file”.  \n Send copy of layoff letter to Benefits Services via email [to](to benefits@ohr.wisc.edu)[ ](to benefits@ohr.wisc.edu)[benefits@ohr.wisc.edu](to benefits@ohr.wisc.edu)  \n Give copy of completed form “UW-Madison Layoff Restoration Sheet” to Certification Unit to enter into CHRIS.  \nNOTE: If an employee chooses to NOT hand in the above information at the time of layoff, the HR Specialist MUST still give Certification the employee’s name and class titles to which the employee has a restora","cbCaihOtdDOx7kXX","https://ap.wps.com/l/cbCaihOtdDOx7kXX","pdf",140619,"English","# Pre-layoff\n## At-risk letter\n## Layoff plan\n# Layoff letter\n# Layoff date actions","[{\"question\":\"What must be checked before initiating a layoff?\",\"answer\":\"Verify whether the employing unit has vacancies in the affected title and whether any employees in that title are on probation. If either is yes, review the situation because layoff may not be necessary.\"},{\"question\":\"What is the process for the at-risk letter?\",\"answer\":\"The employing unit sends the at-risk letter with the WISCERS pamphlet to all affected employees. When CHR receives a copy, the Certification Unit enters it into WISCERS, and copies are sent to the employee’s personnel file and UW System Admin, with a layoff spreadsheet entry created for tracking.\"},{\"question\":\"How are employees handled when the layoff date arrives and the layoff actually occurs?\",\"answer\":\"HR updates required seniority listings for the layoff file, places the layoff letter in the personnel file, retains a copy in the working layoff file, emails a copy to Benefits Services, and provides restoration information to the Certification Unit via the UW-Madison Layoff Restoration Sheet. Updates to both layoff spreadsheets are also required.\"}]","Layoff Checklist - Chapter 19 | PDF",1789511344]