Let's break down a recent RIF notice. This is one received by an agency career employee on a competitive appointment whose work unit was abolished along with all positions in it.
(NOTE: If you receive a RIF notice, it will depend on your status and the rationale as to how it will read. I'm sharing this example merely to dispel some of the fear and stigma.)
1. Attempt at empathy.
2. Adverse action to be taken. In this case, abolishment of the work unit and all positions within it.
3. Initial action. In this case, immediate separation on the effective date provided and indication that the employee will be put on 30 days immediate paid administrative leave.
4. Future actions. Not earlier than 30 days from this notice the employee will receive their official RIF notice at which time--
➡️ 60 days paid admin leave will start,
➡️ the final separation date will be disclosed,
➡️ the employee will be advised of their rights to other avenues for separation for which they qualify such as voluntary retirement, Discontinued Service Retirement (DSR), and the date by which such action must be taken (typically PRIOR to the final separation date given),
➡️ info on leave pay outs, if due, are provided,
➡️ calculation and amount of severance pay due, if any, is disclosed, and
➡️ continuation of benefits, as allowable, s dictated by eligibility, is provided.
5. Return of GFE and Identification. Info on how to turn in GFE and clear the agency.
6. Future Communications. How future correspondence will be received from the agency by the employee until time of separation.
7. Actions by the employee to initiate admin leave. The employee will need to take timely action to ensure pay begins accordingly.
Is this normal? Not necessarily.
#3 and #4 does not typically come with immediate admin leave without warning in the middle of the night or on a weekend, or 60 days of admin leave prior to separation. Normally the agency wants you on the job so projects and documentation can be wrapped up and info collected as required by NARA regulations. I have little faith that is happening right now.
90 days paid admin leave prior to the final separation date seems to be the norm in these cases, but may not be in all cases.
Any HR or legal folks want to weigh in so we can dispel the fear around these notices? Let's start this discussion and not hide from these realities so Feds can plan for their moves forward.
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