Reductions in Workforce
It is the policy of the university to provide stable employment to its employees. However, conditions that necessitate a reduction in the university's work force may arise. The need for personnel reduction due to reorganization, lack of work, lack of funds, or the abolishment or reduction of an activity as implemented by the budget unit head or dean shall be reviewed and approved by the appropriate provost or vice president.
This site offers guidance to managers on the process for preparing for and conducting reductions in force (RIF).
| Step 1 |
Develop a Reduction In Workforce Plan
The plan must include the following:
- Need for a reduction in work force
- Alternatives considered
- Rationale for preserving, altering and eliminating functions
- Classifications and personnel affected
- An analysis of the department's total work force:
- Names and classification of all employees.
- Detailed information on employees in affected classifications.
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| Step 2 |
Submit plan for review and approval by the Dean/Administrator, as appropriate. |
| Step 3 |
If approved, send for review and procedural approval by Human Resources and Equal Opportunity Office |
| Step 4 |
Submit plan and HR and EOO approvals for review and approval by the appropriate Provost or Vice President |
| Step 5 |
Provide written notice of reduction in work force to affected employees. (Personal service or certified mail with return receipt). Employees must receive 30 calendar days notice of reduction in force. |
