Reduction-in-Force (RIF)

In today’s volatile economy, many organizations have reduced their workforces as a way to remain competitive and reduce costs. Referred to as Reductions-In-Force (RIF), these programs must be carefully designed and conducted to ensure fair treatment of all employees, and a capable staff for the future. In fact, the possibility of litigation resulting from RIF efforts has prompted many organizations to evaluate the downsizing process in the same way they would a selection system.

Valtera consultants have the expertise to help you develop fair, objective, defensible RIF programs, to evaluate their impact, and to offer counsel in making the difficult decisions that organizations face in any RIF situation. For example, when can basing RIF on existing performance measures be the wrong decision? Or, what problems could arise from a “last in, first out” program where the layoffs are based solely on seniority? It can be difficult to balance competing objectives required by downsizing programs; while minimizing adverse impact may be a valued outcome, organizations must also retain those workers who will be most likely to succeed in the "new" leaner organization.