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Appropriate staffing is critical to the University's educational and research mission. When faced with changing economic and programmatic imperatives, ¾Ã¾ÃÈÈÊÓƵ recognizes that at certain times a temporary reduction in force may be necessary to meet the operational needs or resources of the University. A temporary reduction in force (RIF) may require the separation, involuntary demotion, reassignment or reduction in work hours. A RIF may be administered by a department or other programmatic unit with the prior approval of the divisional vice president and appropriate personnel office. Where the reduction in force unit is different than a department, the unit must represent a discrete, coherent, programmatically justifiable grouping of people.

A RIF in force can be a reduction in appointment (e.g. full-time to part-time, 12 month to 9 or 10 month), a temporary reassignment with a corresponding reduction in pay, or a cessation of employment for a designated period of time. In no event, will a RIF continue beyond 180 consecutive days during any fiscal year. Employees subject to a RIF are eligible to apply for  

Unclassified administrative staff members subject to a RIF have the option of using accumulated and unused vacation in work-week (normally 40 hours) increments during the RIF. The appropriate personnel office will determine whether or not sufficient vacation exists to be used during a RIF.

A RIF will be preceded by written notice to each affected employee as soon as practicable but at least 10 working days in advance of the reduction in force.

During a RIF affected employees:

• May continue existing coverage in healthcare, dental, and other benefit programs, including use of the tuition fee waiver and use of the employee health clinic. The University will continue to pay its portion of the health care premium and the employee will continue to be responsible for the employee portion.
• Employees will accrue vacation and sick leave during a RIF based on time worked.
• Continuous Miami service and employment status will not be affected by any temporary reduction in force period.
• Employees on approved sick leave and/or family and medical leave will be subject to the RIF, but the RIF will not begin until after the approved leave is exhausted.
• Retirement contributions will be affected by a RIF as both employee and University contributions are based on actual earnings.

If the employee has not been returned to work by the end of the 180 day period, the employee’s position is eliminated and the180 day reduction in force period satisfies any notice to the employee required under the Position Elimination Policy.

An employee who declines an offer of recall is ineligible for any remaining benefits under this or the Position Elimination Policy. An employee may not be eligible for recall, if on the date of the RIF notification, there is a performance improvement plan or the employee has been subjected to disciplinary action within the previous 12 months.

Nothing in this Policy should be read as prohibiting any unclassified administrative staff member from taking a voluntary reduction in force with the approval of their supervisor, divisional vice president and the appropriate personnel office.

Related Form(s)

Not applicable.

Additional Resources and Procedures

Not applicable.

FAQ

Not applicable.

Policy Administration

Next Review Date

7/1/2023

Responsible Officers

• Associate Vice President for Human Resources
• Director of Academic Personnel Services
• Assistant Provost for Academic Personnel 
• Sr. Vice President for Finance and Business Services
• University Senate

Legal Authority

Compliance Policy

No

Recent Revision History

Reference ID(s)

N/A

Reviewing Bodies

• Associate Vice President for Human Resources
• Director of Academic Personnel Services
• Assistant Provost for Academic Personnel 
• Sr. Vice President for Finance and Business Services
• University Senate