Navigating Preferential Rehire

UCLA is committed to supporting staff impacted by layoff through the Preferential Rehire process. This process provides eligible career employees with reemployment consideration, helping to preserve institutional knowledge and provide continuity for staff with valuable experience.

Career employees who have been laid off may have preferential rehire rights, as outlined in UC Policy 60 and UCLA Procedure 60 – Layoff. These rights provide eligible staff with priority consideration for certain open positions for which they meet the minimum required qualifications.

General Guidelines

• Eligibility is determined by the Campus Layoff Coordinator (CLC) at the time of layoff notification.
• Preferential Rehire applies to career positions that are at the same salary grade or lower than the position the employee was laid off.
• Eligible candidates must be interviewed if they meet the minimum qualifications of the position.
• A Preferential Rehire applicant may only be rejected if they do not meet the required qualifications.
• Reasons for non-selection must be documented.
• For represented employees, additional rules may apply—refer to the applicable labor contract for details. 

The Preferential Rehire Process

To ensure fairness and consistency, UCLA follows a centralized and structured process managed by the Campus Layoff Coordinator (CLC):

1. Initial Consultation

• Upon receiving a notice of layoff, the affected staff member meets with the CLC to review their options (e.g., severance, preferential rehire, or a combination).

2. Applying for a Position

• The staff member applies for open positions using UCLA’s Applicant Tracking System
  (ATS).
• The staff member must also notify the CLC of the position(s) they’ve applied to.

3. Eligibility Review

• The CLC reviews the position in relation to the employee’s preferential rehire eligibility
  (e.g., salary grade, classification).
• If eligible, the CLC activates a flag in the ATS (iCIMS) indicating the applicant is a
  validated Preferential Rehire candidate.

4. Internal Coordination

• The CLC notifies the Talent Acquisition Consultant (TAC), who will coordinate with the
  hiring manager.
• The TAC ensures the manager understands the candidate’s status and obligations under
  the policy.

5. Review and Decision 

• The hiring department must interview the applicant unless they do not meet the
  minimum qualifications.
• If the applicant is not selected, a written justification is required.
• The recruitment process either continues or is closed based on the outcome.
  Important: Job seekers may not self-identify as Preferential Rehire applicants. All validation and
  communication must be initiated by the CLC (or CHR ELR designate).  

Questions?

For guidance on the Preferential Rehire process, please contact: Employee & Labor Relations - Campus Layoff Coordinator (CLC)