Palm Beach State College Board Policy

Title: Reduction in Force

Policy Number: 6Hx-18-5.94

Legal Authority: FS 1001.64, FS 1001.65

Date Adopted/Amended: Adopted 2/17/2026

 

Policy Statement

This policy provides the framework for implementing a reduction in force. While the College strives to maintain stable employment and business continuity, it also recognizes that there are situations that will require necessary actions to mitigate financial and other conditions affecting the College.


Scope

This policy applies to all non-bargaining unit full-time and part-time regular and fixed-term employees.

 

Definitions

A reduction in force is the elimination of one or more departments or positions due to, but not limited to, revenue, budget deficit, lack of work, reorganization, position elimination(s), natural disasters, disruption to operations, governmental/third party directives (e.g., public health orders), or other emergencies. A reduction in force action may be implemented college-wide or by specific departments or levels. Employees on leave, such as family medical leave, extended medical leave, and other forms of leave, may be included in a reduction in force decision.

 

Reemployment Following a Reduction in Force

Employees whose positions are eliminated due to a reduction in force are no longer employed by the College and must apply for open positions through the established recruitment processes as external candidates. There should be no expectation of being rehired.


Benefits

Tuition Fee Waiver
Employees and their eligible dependents affected by a reduction in force will not be  subject to repayment of tuition fee waiver for separation if the class began before the  notification of the reduction in force.

Insurance Benefits
Employees subject to a reduction in force may be eligible to continue certain benefits for themselves and their covered dependents under the Consolidated Omnibus Reconciliation Act (COBRA). The Division of State Group Insurance, through Peoplefirst, will determine eligibility, timelines, costs, and parameters in accordance with the law.

Payout of Sick and Vacation Time
Payouts of sick and vacation time shall be in accordance with Board Policy 6Hx-18-5.021, “Payout of Vacation and Sick Time” and its corresponding procedure.