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Re-employment Rights - FAQ


   Answer: The employee receives re-employment rights to the job class s/he was in when s/he was laid off as well as to job classes that are comparable to that job class. (If the employee has not completed the working test period and has not attained permanent status in the class s/he was laid off in, s/he does not receive re-employment rights to this class or to comparable classes.) The employee also receives re-employment rights to job classes that s/he held permanent status in prior to being laid off.

   Answer: Bargaining unit employees laid off from the classified service as well as some bargaining unit employees laid off from the unclassified service. (Employees in the Judicial and Legislative branches and many employees in the University/College system in unclassified positions do not receive re-employment rights.) Section 5-241 of the Connecticut General Statutes governs re-employment rights for non-bargaining unit employees laid off from state service. This statute limits re-employment rights to those employees laid off from classified positions. Some employees laid off from the unclassified service may be able to receive limited re-employment rights in accordance with Section 5-236(b) of the Connecticut General Statutes if they held permanent status in the classified service prior to moving to the unclassified service.

   Answer: No. Individuals must have attained permanent status in a class in order to receive re-employment rights to that class.

   Answer: The employee receives re-employment rights to the job class s/he was in when s/he was laid off as well as to job classes that are comparable to this job class that are in salary groups above the job class to which s/he was demoted. (If the employee has not completed the working test period and has not attained permanent status in the class s/he was laid off in, s/he does not receive rights to these classes.) The employee also receives re-employment rights to job classes that s/he held permanent status in prior to being laid off that are in salary groups above the job class to which s/he was demoted.

   Answer: Yes. An employee receives primary re-employment rights to classes in the same bargaining unit from which s/he was laid off. An employee receives secondary re-employment rights to classes that s/he held status in outside of the bargaining unit from which s/he was laid off. Agencies must hire from primary re-employment lists before they can hire from secondary re-employment lists.

   Answer: When an employee is laid off from state service, re-employment rights last for a period of 3 years from the date of layoff. (For employees in the NP-2 bargaining unit, re-employment rights last for 5 years from the date of layoff.) Re-employment rights may be disabled prior to this time, if the employee is hired back into a position at the same or comparable salary level as when s/he was laid off. (In this case, the employee has no further re-employment rights.)

   Answer: Yes. (Please refer to bargaining unit contracts for information regarding re-employment seniority.)

   Answer: The Department of Administrative Services (DAS) determines re-employment rights in accordance with statutes, regulations and bargaining unit contracts. For more information: http://das.ct.gov/SEBAC/

   Answer: This information is available on the DAS web site under the section labeled Re-employment and SEBAC Information. (This information is secured so that individuals can only access their own information.)

   Answer: No. Re-employment rights are entered into the Automated Personnel System (APS) and lists are generated by the hiring agency based on the specifics of the position being filled. When a vacant position is available, the hiring agency enters the title and location of the position as well as the work schedule (full time or part-time, number of hours, shift, permanent or temporary/durational) into APS. The specifics about the position are matched with the choices individuals made about the location and work schedules of positions they will accept and an electronic re-employment list for the position is generated. It is possible for an individual to be first on the re-employment list for one position in a job class, fifth for another position in that job class, and not appear on the re-employment list for another position in that job class. Again, placement on the re-employment lists depends on seniority, the specifics of the position (regarding work location and schedule) and the choices of the employee (regarding work location and schedule).

   Answer: Typically, the hiring agency contacts the person by phone or by mail. In cases where there are a large number of vacancies being filled, formal job fair events may be held to bring hiring agencies and individuals with re-employment rights together. It is very important to have your contact information up-to-date, as this information will be used to notify you of job opportunities.

   Answer: The employee’s re-employment rights (and SEBAC right, if active) to classes at and below the salary level of the job s/he accepts are disabled (no longer active). If an employee accepts a position at the same or comparable salary level that s/he was laid off from, all re-employment and SEBAC rights are disabled. (In this case the employee has no further re-employment (and SEBAC) rights.

   Answer: No.

   Answer: No, an employment examination is not required.

   Answer: No.

   Answer: No, not generally. (Check the appropriate bargaining unit contract for any exceptions.)

   Answer: There is a form on the DAS web page under “Re-employment and SEBAC Information” that allows individuals to access their contact information as entered into the computer system. At the bottom of this form, you can select to e-mail DAS with your new contact information. As this information is used by agencies to contact individuals for jobs, it is crucial that this information be accurate and up-to-date. Please review the information we have on file and make corrections/updates as appropriate. It is your responsibility to update this information when changes occur. For more information: http://das.ct.gov/SEBAC/

   Answer: No, not necessarily. The information you provided on your Re-employment/SEBAC form with regard to location and work schedule choices (i.e., shift, part/full time, durational/permanent) will be used as the basis for providing re-employment lists to the agencies. For example, if the vacant position is in New Haven and you did not choose New Haven on your form, your name would not be certified to the agency for that position.

   Answer: For some bargaining units the employee is moved to the bottom of the list after 3 waivers or no replies. In other bargaining units, the employee’s re-employment rights are disabled. (Check the appropriate bargaining unit contract for rules regarding waivers.) It is important that each employee reviews the job classes s/he has rights to as well as the location preferences and work schedule information s/he indicated on the Re-employment/SEBAC form to make certain this reflects positions that s/he will accept. Changes can be made to these selections by accessing the form on the DAS web site under Re-employment and SEBAC Information. At the bottom of this form, you can select to e-mail DAS with any changes you want to make to your location or work schedule choices. You can also request to have your rights to certain job titles disabled if you are not willing to accept positions in those job titles.

   Answer: The location preference information you completed on the Re-employment/SEBAC form was entered into the computer system and is used to provide agencies with lists of employees that match the location of the job. For more information: http://das.ct.gov/SEBAC/

   Answer: Yes. Access the form on the DAS web site under “Re-employment and SEBAC Information” and review your current location choices. At the bottom of this form, you can select to e-mail DAS with any changes you want to make to your location choices. Make certain your work schedule choices reflect jobs that you will accept. for more information: http://das.ct.gov/SEBAC/

   Answer: The work schedule information you completed on the Re-employment/SEBAC form was entered into the computer system and is used to provide agencies with lists of employees that match the work schedule of the job.

   Answer: Yes. Access the form on the DAS web site under “Re-employment and SEBAC Information” and review your current work schedule choices. At the bottom of this form, you can select to e-mail DAS with any changes you want to make to your work schedule choices. Make certain your work schedule choices reflect jobs that you will accept. For more information: http://das.ct.gov/SEBAC/

   Answer: An employee appointed from a re-employment list to a position in his/her former salary group will be appointed at the same step in such group as s/he held at the time of layoff. An employee appointed to a position in a lower salary group will be appointed at the same step in that salary group as s/he held at the time of layoff. (Check the appropriate bargaining unit contract for any exceptions.)

   Answer: If the employee elects to take an early retirement in lieu of layoff, s/he is eligible to receive re-employment rights.

   Answer: You will receive payment for your accrued vacation time only. If you return to state service in the same calendar year the layoff occurs, your unused personal leave time will be reinstated. If you return to state service prior to the expiration of your reemployment rights, your unused sick leave time will be reinstated. (Reemployment rights are usually for three years but may be longer, depending on an employee’s labor unit. For example, the NP-2 collective bargaining agreement specifies five years.)

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