Key RIF Issues

The State’s Reduction in Force (RIF) policy and the agency/university RIF policy must be followed and the prominent provisions are:

  • Assure a fair and systematic approach is utilized in determining employees targeted for reduction.
  • Include four factors, at a minimum, which must be considered when determining targeted reductions:
    1. Type of appointment
    2. Relative efficiency
    3. Adverse impact
    4. Length of service
  • Keep in mind the incumbent employee in the position being abolished is not necessarily the employee that would be separated.
  • Assure remaining employees have the skill sets to accomplish job tasks to meet the agency/university mission.
  • Employees scheduled for reduction in force must be given a minimum of 30 calendar days written notice.
  • Meetings scheduled with RIF employees to provide official notification of reduction in force should include an explanation of the decision process, information regarding RIF priority reemployment rights, appeal rights, continuation of benefits, etc.
  • Assure employees with career status are officially notified of any appeal rights.

 

Updated May 2017