Last Thursday during my live chat on the budget there were a number of questions related to layoffs. I passed those questions along to our Vice President of Human Resources Mindy Kornberg, who prepared the answers below —
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Randy, thank you for passing on the HR-related questions from your web chat last week. UWHR is taking the lead on investigating workforce reduction options and alternatives and advising President Emmert on the likely effects and constraints of reduction options related to staff positions. Every option that produces salary savings for the University has been on the table–salary reductions, reduced schedules, furloughs, shortened work weeks or work year, job sharing, and layoffs. As the budget situation grows more dire, the advantages and disadvantages of each option become more pronounced.
Web chat participants raised several good questions about different budget reduction options that people have been hearing about in the news as well as concern about leveraging reductions fairly across the University. I have answered the HR-related questions from the web chat below. Please continue to share HR-related concerns and suggestions with my office via email — uwhr@u.washington.edu.
[Comment From UW Employee]
I am wondering about the layoffs that will occur and the thought process of many who think that state employees make large salaries. We are in fact paid less than County and City workers. Has there been any thought to 4 day work weeks or other factors that the County has utilized?
Yes, we have conducted a preliminary exploration of reducing pay by shortening the work week. This concept may work for individual departments or units along with other cost reduction measures, but is insufficient at a University level to meet the challenges of the state budget cut.
[Comment From Vanessa]
I’ve heard that options for staff reductions that include temporarily losing one day from their schedules or taking furloughs is off the table vs. just laying off people completely or reducing them to half-time. Is this true? And if so, why?
Human Resources is working closely with organization leaders on reviewing all reduction options – both temporary and permanent. We expect that most organizations will use a variety of reduction options to meet their financial objectives.
[Comment From juan]
Is there a way to share concerns about furloughs where those of us that oppose being asked to do the same amount of work in less time for less money can make our case AGAINST furloughs (and salary reductions)?
I understand and share your concern. In planning reductions, organizations must carefully examine the work and services that are essential, ensuring that reductions include revising job responsibilities to align with revisions to service levels or service offerings. Salaries need to remain competitive with the local market and with our peer institutions or, as an institution, we will have a tremendous retention and recruitment problem.
Thanks to Mindy Kornberg and her staff for providing these answers. We will continue to provide as much information we can in a very fluid and challenging environment.