What is Reduction-In-Force (RIF) Status?

Here's a summary of the listing in the Standard Practice Guide (SPG 201.72, Reduction In Force)

The University of Michigan endeavors to provide stable employment. However, situations may arise which require a reduction in the work force. Those employees affected in such instances are placed on Reduction In Force (RIF) status.

Summary Details

You must be provided written notification not less than 30 calendar days prior to the date of layoff. If you have reached 10 or more years of service, or you are a Primary staff member, you are entitled to a minimum of 90 calendar days notice.
The duration of RIF status is a period up to 12 months, or equivalent to your length of service if you have been a regular staff member for less than one year. A staff member who is not recalled to work within the 12 month period will be terminated.
Failure to respond within seven calendar days to a notice regarding recall to work or an opportunity to interview will result in termination.
Failure to accept an offer of regular employment at a salary of 80% or more of your prior salary will result in termination.

Provisions

As a staff member on Reduction In Force status, you are entitled to the following:

If your qualifications are made known to a hiring department, you will receive preferential consideration for transfer to an open regular position for which you are qualified. This preference is limited to vacant positions in your former classification or other vacant positions if the minimum departmental qualifications are met.
When you accept an offer of regular employment as a result of Reduction in Force, a 90 calendar day mutual assessment period allows both the supervisor and you to assess the success of the transfer with the ability to return to RIF status.
Retain your original date of hire.
Retain many of your benefits (See Benefits section).
Collect unemployment benefits, if eligible, during your layoff period while you seek another position. You must be given the State of Michigan “Unemployment Compensation Notice to Employee.” This notice contains information that will assist you with applying for unemployment benefits, and can be accessed via the following link: http://www.michigan.gov/documents/uia_UC1711_76111_7.pdf

Responsibilities of the Affected Staff Member

Make your qualifications known to departments by applying for posted positions for which you meet the minimum requirements.
Apply for posted positions in a timely manner.
Include a cover letter highlighting the qualifications you have that match the posting.
Do your research: Get as much information about the department as possible (e.g., visit the website).
Arrive on time for the interview and dressed appropriately.
Come to the interview prepared with a copy of your resume, list of references and questions for the interviewer(s).
Follow up with a thank you after the interview.













		Home > Employee Resources > Reduction In Force Web Resources > What is Reduction-In-Force Status? What is Reduction-In-Force (RIF) Status? Here's a summary of the listing in the Standard Practice Guide (SPG 201.72, Reduction In Force) The University of Michigan endeavors to provide stable employment. However, situations may arise which require a reduction in the work force. Those employees affected in such instances are placed on Reduction In Force (RIF) status. Summary Details You must be provided written notification not less than 30 calendar days prior to the date of layoff. If you have reached 10 or more years of service, or you are a Primary staff member, you are entitled to a minimum of 90 calendar days notice. The duration of RIF status is a period up to 12 months, or equivalent to your length of service if you have been a regular staff member for less than one year. A staff member who is not recalled to work within the 12 month period will be terminated. Failure to respond within seven calendar days to a notice regarding recall to work or an opportunity to interview will result in termination. Failure to accept an offer of regular employment at a salary of 80% or more of your prior salary will result in termination. Provisions As a staff member on Reduction In Force status, you are entitled to the following: If your qualifications are made known to a hiring department, you will receive preferential consideration for transfer to an open regular position for which you are qualified. This preference is limited to vacant positions in your former classification or other vacant positions if the minimum departmental qualifications are met. When you accept an offer of regular employment as a result of Reduction in Force, a 90 calendar day mutual assessment period allows both the supervisor and you to assess the success of the transfer with the ability to return to RIF status. Retain your original date of hire. Retain many of your benefits (See Benefits section). Collect unemployment benefits, if eligible, during your layoff period while you seek another position. You must be given the State of Michigan “Unemployment Compensation Notice to Employee.” This notice contains information that will assist you with applying for unemployment benefits, and can be accessed via the following link: http://www.michigan.gov/documents/uia_UC1711_76111_7.pdf Responsibilities of the Affected Staff Member Make your qualifications known to departments by applying for posted positions for which you meet the minimum requirements. Apply for posted positions in a timely manner. Include a cover letter highlighting the qualifications you have that match the posting. Do your research: Get as much information about the department as possible (e.g., visit the website). Arrive on time for the interview and dressed appropriately. Come to the interview prepared with a copy of your resume, list of references and questions for the interviewer(s). Follow up with a thank you after the interview.

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