Office of Origin: Human Resources
Responsibility: Executive Director, Human Resources
Original Date Adopted: 7/7/25
Dates Reviewed: 7/7/25
Last Date Board Approved: 7/7/25

Lake Michigan College (the College) is committed to ensuring transparency when managing job eliminations of full or regular part-time positions, which may occur as part of organizational restructuring, workforce reductions, or realignment of institutional priorities. These processes are handled thoughtfully to align with the College’s Guiding Principles and to support impacted employees. These processes will apply to all job eliminations, unless modified by an applicable collective bargaining agreement. The College may conduct job eliminations based on any lawful criteria to determine the impacted employees, including, but not limited to, department, location, the availability of other positions at the College, documented individual performance, the skills and qualifications critical for future success, and, when appropriate in the discretion of the College, seniority.

When a job elimination occurs, the College will provide no less than four work weeks' written notice to the impacted employee before the job is eliminated or, alternatively, will provide the equivalent workdays’ pay in lieu of notice. Health, dental, and vision insurance benefits will continue through the end of the month in which employment ends.

At the College’s discretion, an impacted employee in good standing may be offered the option to be reassigned to a different vacant position for which they are qualified. If no reassignment is offered, an employee may participate in a voluntary severance program in exchange for signing a release and waiver agreement. In cases of reassignment, the College will provide a written job description for the new position and will offer a 90-day probationary period to determine the employee's performance within the new role. If during the 90-day probationary period either the employee or the supervisor determines the new position to be ill-suited, the employee may become eligible for a voluntary severance program as described above. 

To support employees during these transitions, the College may offer resources such as counseling through the Employee Assistance Program (EAP), job search assistance, and career development support. The College also recognizes the need to support remaining employees and is committed to providing clear updates and addressing concerns to maintain morale and trust during periods of change.

Human Resources will oversee all discussions and decisions related to job eliminations to ensure compliance with College policies and legal requirements. 

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