Executing an RIF

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  1. Review and understand existing policies and practices that affect the RIF process.
  2. Confirm and document the reasons behind the RIF and identify people who are best qualified to be your representative if your reason is challenged in court.
  3. Consider alternatives.
  4. Analyze your workforce before selecting, and identify possible knowledge or skills gaps.
  5. Develop selection criteria that you know you can follow.
  6. Conduct a review and check especially for workers who could have significant disparate impacts.
  7. Create and implement a plan for the Reduction in Force.
  8. Officially carry out the Reduction in Force.
  9. Give proper notice to all employees and effectively communicate their responsibilities.
  10. Properly and fully document your entire process. Be aware of all written documentation, especially those in emails.

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