The layoff provisions of collective bargaining agreements will take precedence whenever they are in conflict with the provisions of this statement. In making a decision about a layoff, when the choice is not clearly dictated by the work to be eliminated and the range of skills of those engaged in it, department heads should carefully consider individual performance, the length of employee service, and the status and goals of affirmative action in the department. No one of these considerations automatically outweighs the other. Each must 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. Although seniority is not an overriding factor in personnel administration at MIT, 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 also must be recognized in layoff decisions. Superior performance 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.