By MARTY LEVINE
Staff Council is proposing that the University modify the way it conducts involuntary separations of its employees — and the Human Resources department says it is already working on the issue.
The Staff Council proposal, which passed at the group’s February meeting, has been in the works since 2023, said Barb Klipa, chair of the council’s Staff Relations Committee. The issue was brought to Staff Council’s attention by former employees who had been involuntarily separated, as well as by supervisors involved in such situations, she said.
“Employees have had feelings of criminality when they were escorted out by police,” Klipa reported. Pitt could also use “consistent guidance for both employees and their supervisors” on this issue, she said.
The proposal notes that “involuntary separation … may stem from reasons unrelated to performance, discipline or misconduct, such as restructuring, changes in funding, or shift in a hiring unit’s objectives.”
Thus, it continues, “for staff members involuntarily separated for reasons outside of performance issues, it is critical that the University offers appropriate support for re-employment within the University system.” Employees staying at Pitt saves the University from needing more extensive orientation for new hires and may allow these employees to retain cumulative benefits, such as vacation and FMLA time eligibility and retirement plan vesting.
The proposal suggests the University “create a working group dedicated to reviewing policies and procedures surrounding involuntary separation focusing on providing a standardized and transparent process that is supportive of affected employees.”
The current “inconsistent application of processes,” it says, may not only involve the University police but offers only “unclear and unpredictable guidance from Employee and Labor Relations and Talent Acquisition,” as well as “inequitable treatment based on the source of funding for the position” — Pitt salaries versus grant-funded wages.
The proposal also notes that “abrupt termination of access to email and other Pitt software and systems (e.g., OneDrive) can impede an employee’s ability to transition effectively …”
Its recommendations include a standardized procedure, with the appointment of an ombudsperson position for each responsibility center and a “detailed, universal guide for all staff members being involuntarily separated,” as well as a clearer guide on use of Pitt IT systems following separation.
The proposal also suggests a single HR person be appointed to handle questions about this issue, more support for re-employment here or employment elsewhere, and that the University “discontinue the practice of police escort for staff members who are separated in good standing” — or at least use plainclothes officers.
Although the proposal concludes that Staff Council “looks forward to working together with leadership within the University and Office of Human Resources,” the group would not offer specifics on its own next steps.
Kim Kushon, HR’s director of administration, said in a statement: “The University’s Employee and Labor Relations department was already reviewing and considering modifications to this process before Staff Council’s proposal,” but would not elaborate on what moves the University had already been considering and how or whether this dovetails with any of Staff Council’s specific concerns or suggestions.
Marty Levine is a staff writer for the University Times. Reach him at martyl@pitt.edu or 412-758-4859.
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