Skip to Search Skip to Global Navigation Skip to Local Navigation Skip to Content

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

Template RIF Proposal

Used to develop the actual RIF proposal

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.

RIF script

This is a draft script and questions to help managers prepare when notifying staff that their positions have been eliminated due to a RIF.

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



August 2019