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Employee Relations

Reduction in Force

It is the policy of The University of Texas at San Antonio (UTSA) to implement a reduction in force (RIF) when necessary because of financial exigency or a bona fide reorganization. This policy pertains to both a University-wide RIF and a RIF within a unit.  The following information has been compiled to assist managers develop their RIF proposal and plan for notifying affected staff. To the extent possible, affected staff should be given at least 60 calendar days before the proposed date of termination.  Since Human Resources (HR) and Legal Affairs must review all RIF proposals, your proposal must be submitted to HR – Employee Relations a minimum of three (3) weeks in advance of the date the employee is notified of the elimination of their position.

RIF Checklist

This will guide you through the RIF process and track your progress

RIF Proposal

Contact your HR Business Partner for the RIF proposal document.

HOP Chapter 3.05

Reduction in Force for Classified Employees policy – please review this policy, specifically section VIII (Procedures), section D, Terminations of Employment Due to Reduction in Force.  This section will provide the criteria and considerations used for selecting employees to be terminated.


Supervisor will include the names (no nicknames) of all the department employees, their titles and Employee ID numbers.  Highlight the positions recommended for elimination.

If you have any questions or if we can be of assistance, please email



May 2020