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What to do after a Reduction in Force
Many federal employees have, or will soon be, facing agency reorganizations through Reduction in Force (RIF) procedures. RIF procedures are rules used by most agencies to determine the priority order for retaining employees after a downsizing.
The procedures for issuing RIF notices to employees generally provide that agencies give at least 60 days’ notice before a RIF may be implemented. Within this 60-day window, usually after 30 days, a specific RIF notice may be issued to individual employees notifying them that their position(s) have been abolished. If your position has been abolished, you may be entitled to exercise “bumping” or “retreat rights” against other employees with lesser tenure. More senior employees, especially those with veterans’ preference, may be retained, while employees with lesser tenure are separated from federal service.
Determining Who Is Part of a RIF
Each agency contemplating a RIF must first determine the “competitive areas” that will be affected. In the federal regulations, 5 CFR § 351.402 defines a competitive area as all or a part of an agency, with the minimum area being “a subdivision of the agency under separate administration within the local commuting area.” A competitive area must at least be an organizational unit of the agency, such as an office or division. Some recent RIFs, rather than reducing an existing agency component, have completely abolished the function. From management’...
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