Layoffs

If you have received notice of a layoff please complete this form and contact a steward.


DEED VRS ERI & Voluntary Layoff Information 

MDH Layoff Information

General Layoff FAQ

What’s happening? Have there been any notifications of layoffs?  

  • Minnesota Management and Budget (MMB) and the Minnesota Department of Employment and Economic Development (DEED) are in the process of sending layoff notices to employees in Disability Determination Services (DDS) and Vocational Rehabilitation Services (VRS). The DDS layoff notices are dependent on the outcome of the federal budget in Washington, while the VRS layoff letters are a result of an agency budget deficit. 

What is MAPE doing?  

  • Communicating with MMB.   

  • Working with Agency Meet and Confers.  

  • Working with impacted MAPE employees. 

What can I do right now?  

  • Check your seniority roster to make sure it is accurate.  

Why is that important?  

  • Layoff is based on classification seniority, and it is important when layoffs happen that you are confident in and agree with the information on the roster.   

What if I find something wrong with my seniority roster?  

  • Raise the discrepancy with HR per Article 15 of our contract.   

  •  Contact a steward for help navigating this process. 

How/when will I know I am getting laid off?  

  • The process for layoffs is outlined in Article 17 of our contract.   

  • The employer determines the positions being laid off.  

  •   Contact a steward for help navigating this process. 

What do I do if I get a layoff notice?  

  • Contact a steward.    

  • Notify MAPE Central through this form. 

What happens to people on probation?  

Depending on the nature of the probation (reallocation, promotion, etc.), if the probationary employee is in their first position with the state, they would be vulnerable to the layoff due to their low level of seniority accrual in the classification they occupy. If they were in a probationary period but had other, previous classification seniority accruals they may be eligible to take a vacancy, or bump other employees based on that previous classification seniority.  

What does this mean for Temporary Unclassified employees? 

Article 8, Section 6 of our contract, the Appointing Authority must notify a temporary unclassified employee at least twenty-one (21) days prior to the end of their appointment, when practicable.  We aim to negotiate agreement over providing this notice period any time there are layoffs once we are made aware the employer intends to proceed with layoffs. Additionally, eligibility for severance, vacation liquidation, and 6 months of continued health insurance contributions are proposals we often make as we engage with the employer in negotiating a memorandum of understanding (MOU).  

Do I have any rights? Can I grieve this?  

  • Layoffs themselves are not grievable, however, an incorrect layoff notice or discrepancies in the options provided are grievable.     

  • The layoff notice must include any rights to vacancies or bumps within and outside of 35 miles, if applicable to the affected employee.  

Do I have the right to positions outside of my Agency?  

  • Claiming may be an option dependent on vacancies or bumping rights within the seniority unit.    

  • Work with HR to identify positions you think you may want to claim.  

My layoff notice doesn’t identify a bump or a vacancy, but I know there is one. 

  • Work with a steward to contact HR to determine if everything in the notice is correct.  

What happens to my health care?   

  • Article 20 of our contract outlines insurance.    
  • A classified employee who receives an employer contribution who has three years or more of continuous service, who has been laid off, remains eligible for an employer contribution and all other benefits provided under the article for an extended benefit eligibility period of 6 months from the date of layoff.    
  • Staff with less than three (3) years of state service will have continued coverage until the end of the month of the last day worked and can continue insurance under COBRA and will receive information regarding COBRA coverage at their home mailing address from SEGIP following layoff.   

What will happen to my vacation?  

  • Vacation up to 260 hours will be paid out in cash per Article 10 of our contract.  

What happens to my sick leave/severance?  

  • Sick leave/severance is paid out in cash per Article 13 of our contract.  

Can I get unemployment?  

  • You can apply for unemployment (UI) one week before the effective date of the layoff.   

Can I work at the State again?  

  • Article 17 of our contract states that the employer shall automatically place your name on the seniority layoff list.    

  • Your layoff notice should provide this information.  

  • There are other lists (departmental, bargaining unit) that you would need to put your name on “by request.”   

  • Claiming.  

  • Applying.    

  • Contact a steward for help navigating this process.  

Are there any resources available?   

  • EAP.   

  • Dislocated workers.  

  • Unemployment Insurance.