6.1 6.3 The following policies and procedures apply whenever it becomes necessary to lay off or reduce work hours for one or more employees because of reduced funding, changes in the nature and scope of the work, or for other operational reasons. Covered in this policy are those factors which influence the determination of employees to be laid off, as well as the content of the letter of notification, the length of the notice period, the method of funding the notice-period to a long service employee, provisions for continuation of salary and extension of medical benefits, and those persons who should be consulted in the process. No one of these considerations automatically outweighs the other. They must each be judged and balanced in such a way as to be as fair as possible to the individuals concerned while also serving the Institute's need for an effective staff. While seniority is not an overriding factor in personnel administration at M.I.T., length of service at the Institute must be an important consideration in determining individuals to be laid off.
Long service testifies to loyalty and commitment and implies a record of responsible performance.
At the same time, outstanding work must also be recognized in layoff decisions. Superior performances on the part of an individual with less service may lead to a decision to retain the more junior person. Similarly, our commitment to the employment and advancement of women and members of minority groups must play a part in the layoff decision. Underrepresentation of minorities and women within the department should be an influential factor in the decision. The final choice in each instance will derive from the interplay of these criteria, and each should be considered and weighed.