RIF DOs & DON’Ts

An agency must use the reduction-in-force regulations, 5 CFR Part 351, before separating or demoting an employee due to organizational reasons such as reorganization, lack of work, shortage of funds, insufficient personnel ceiling, or the exercise of certain reemployment or restoration rights. Virtually all RIF actions result from reorganization. A furlough exceeding 30 calendar days or more than 22 discontinuous workdays is also a RIF action. The abolishment of a position does not always require the use of RIF procedures. An agency has the right to avoid a RIF action by reassigning an employee to a vacant position at the same grade or pay level.

DO:

• Negotiate with the agency to ensure that a vacant position is offered to affected employees.
• Ensure the agency has your correct veteran’s status.
• Ensure the agency has a record of your performance appraisals, especially for DoD employees.
• Ensure the agency has your correct service computation date.
• Update your qualifications to reflect your current status relevant to placement rights.
• Confirm that the agency sets up the correct competitive level and specific retention registers.
• Evaluate other employees competing with you, including veteran’s preference and retention standing.
• Check that the retention register is accurately prepared.
• Verify that the agency correctly relies on all your included service.
• Join the Union before the RIF is announced.
• Understand that competitive levels do not require positions to be identical.
• Request access to the agency’s retention register and related records if you receive a RIF notice.
• Set the last date for personnel actions as early as possible.
• Request a copy of the RIF regulations if issued a specific RIF notice.
• Ensure you are signed up for the Priority Placement Program and Reemployment Priority List.

DON’T:

• Don’t panic and leave, thinking you’ll lose your job. Retention registers can change at the last minute.