Layoff (Reduction-in-Force)

What Triggers a Reduction-In-Force (RIF)

  • The Reduction-In-Force (RIF) process begins when the employer provides written notification to the union of an impending reduction-in-force. Official layoff notices to affected employees usually include a Work Force Reduction Placement Questionnaire, which must be completed by the affected employee(s) and submitted back to the employer for possible job placement consideration.

What is a Reduction-In-Force (RIF)

  • A layoff or reduction-in-force (RIF) is a termination of employment because of lack of work or funds
  • The employer can impose layoffs and is responsible to inform the affected employees in writing
  • Layoffs are not subject to negotiation with HGEA; however, the employer must consult on its plans for reduction-in-force
  • Affected employees may have placement and bumping rights outlined in the contract

Reduction-In-Force (RIF) Notice

  • The employer can impose layoffs and is responsible to inform the affected employees in writing.
  • A written 90-calendar day notice is required before a RIF takes place.  This notice is typically issued to the permanent employee in the position that has been identified for abolishment.  Employees who are bumped or displaced in the RIF process will have a shorter notification period in accordance with their CBA (in most cases, 60-calendar days).
    • Note:
      • 1) For Unit 6, at least a 60-calendar day notice is required.
      • 2) Please refer to unit contracts for differences between units regarding who is required to receive the written notice (union and/or employee)
  • For employees entitled to RIF rights, the written notice usually includes the scheduled date of the layoff, reason for the layoff and the employee’s RIF rights.  The notification also normally includes instructions and a copy of the work force reduction placement questionnaire, RIF application (similar to a job application), and may also include the retention points of the affected employee.

Consultation Process

Can an employer implement RIF's without negotiating with the union?

  • Yes. A RIF is not subject to negotiation with HGEA (mutual agreement is not required), however the employer is required to consult on plans for any reduction-in-force

Why is consultation required?

  • The purpose of the consultation is for the employer to share and respond to our requests for information regarding the RIF including but not limited to reasons for the layoff, department RIF plans, employee options and RIF rights, etc.
  • The department may conduct an informational meeting(s) regarding the RIF for the affected employees

RIF Rights

Who has RIF rights?

  • An included permanent employee has RIF rights only within the employee's bargaining unit and jurisdiction.

Who DOES NOT have RIF rights?

  • Exempt and temporary employees as well as initial probationary employees may be laid off and they do not have RIF rights.

RIF Placement Rights

1. in general, regular/permanent civil service employees have rights to placement into:

  • Vacant positions or
  • To bump into an occupied position if they meet certain criteria.

Non-regular/temporary employees do not have placement or bumping rights if their position is identified for layoff.

2. Departmental job search for placement:

  • Placement in a vacant position or displacement of an employee (bumping) in a position within the affected employee’s bargaining unit is based on employment conditions the affected employee is willing to accept and meeting the minimum qualifications of the position.
  • Searches are limited to positions in the same or lower salary range of the affected employee’s current position and are in accordance to the order outlined in the collective bargaining agreement (CBA).

3. Relatedness is not a criterion in the search for vacant positions and is applicable only to bumping.

4. If the departmental job search is not successful and the affected employee has at least 24 retention points (one point for each full month of service with the jurisdiction), the employee may be eligible for a jurisdiction-wide search.

5. If the searches are unsuccessful, the employee will receive a written notice of termination. A laid off employee will be placed on a recall list for re-employment.