Key Steps For Reduction in Force (RIF) Process (contd)
Identify employee qualifications by individual. Employees identified by the above criteria are designed for the RIF. If the remaining positions have been re-classified and the re-classification will result in a change of title for a retained employee, the retained employee must be given RIF notice as well and may be offered the new position if he/she meets the minimum qualifications. All employees retained must meet the minimum qualifications. All employees retained must meet the minimum qualifications of the new positions.
Draft the Reductions in Force justification letter and the Forced Ranking list
identifying the employees to be separated due to the RIF.
Submit this memo via e-mail to the Vice President, Human Resources through the Employee Relations (ER) Advisors with the forced ranking list.
The justification for the reduction should include:
1.) The reason(s) for the reduction (finacial, organizational, etc.),
2.) Why the specific positions impacted were selected,
3.) What position(s) will absorb the existing duties
(or are they no longer necessary)
4.) The criteria for the force ranking.
Discuss with an ER Advisor the process, finalize the letter of justification, draft the letter to the impacted employee(s), draft a letter of recommendation for the RIF'd employee, and schedule the RIF meeting with the ER Advisor.
Conduct the RIF meeting with the employee. An ER Advisor will be in attendance at all RIF meetings.
Process the PeopleSoft transaction to separate the employee. Use the PeopleSoft action/reason code: TER/RIF.
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