How long do you have to make a decision on a reduction in force?
If you are 40 or older and your employer is asking you for a decision in fewer than 21 days, remind the employer that the law requires you to be provided at least 21 days. (If you and at least one other person are being laid off in a reduction in force (RIF) at the same time, you must be given 45 days to consider the agreement.)
Can a probationary employee get a layoff and reduction?
Probationary classified staff employees do not have the layoff and reemployment rights that permanent classified staff do.
What happens if you have a separation of employment?
If your employer asks you to resign your position, you can still list voluntary resignation as the reason for the separation on future applications. Employees who quit a job can still qualify for unemployment depending on the reason for the resignation.
Can a SEIU 925 bargaining unit employee be laid off?
Reducing a professional staff position’s percent time or months worked per year are not subject to the layoff process. ( NOTE for SEIU 925 bargaining unit employees only: An increase in an employee’s percent FTE can entitle the employee to layoff rights.
Are there any layoffs in the military right now?
But right now, the military is going through some major downsizing. Call it a drawdown, Force Shaping, Reduction in Force, or RIF, or any other term, it’s all the same. The government is laying off tens of thousands of servicemen and women currently serving on active duty, and thousands from the Guard and Reserves.
What are the regulations for reduction in force?
The regulatory requirements governing reduction in force are contained in Title 5, Code of Federal Regulations, Part 351. Federal agencies must follow the procedures contained in the Code of Federal Regulations when conducting a RIF.
Can a federal employee be reassigned without Rif procedures?
However, the abolishment of a position does not always require the use of RIF procedures. The agency may reassign an employee without regard to RIF procedures to a vacant position at the same grade or pay, regardless of where the position is located.
Can a federal employee be reassigned to a vacant position?
The agency may reassign an employee without regard to RIF procedures to a vacant position at the same grade or pay, regardless of where the position is located. First, the agency defines the competitive area (the geographical and organizational limits within which employees compete for retention).