Thank you to everyone who attended our recent webinar, “Navigating a Reduction in Force (RIF): What Every Federal Employee Should Know.” Whether you’re facing a potential layoff or simply preparing for the possibility, understanding your federal employee RIF rights is essential.
We know that RIF situations are stressful and often unclear, especially when it comes to how your position is selected, what rights you have, and what legal options are available. Our goal with this session was to provide federal employees with a clear roadmap during these uncertain times.
Top Takeaways on Federal Employee RIF Rights
During the webinar, our legal team broke down the complex regulations and policies that govern the Reduction in Force (RIF) process for federal employees. Here are the most important takeaways:
- Understanding RIF Triggers – A RIF can be initiated due to lack of work, shortage of funds, reorganization, reclassification, or restoration rights. Agencies are required to follow specific legal procedures under 5 C.F.R. § 351.201 when a RIF occurs.
- Eligibility for VERA and VSIP – The Voluntary Early Retirement Authority (VERA) allows eligible employees to retire early with full benefits, while the Voluntary Separation Incentive Payment (VSIP) program offers lump-sum buyouts of up to $25,000 to those willing to voluntarily separate.
- Retention Factors – Agencies must use a retention register that ranks employees based on four legally required factors:
- Tenure of employment
- Veterans’ preference
- Length of service
- Performance ratings
- Bump and Retreat Rights – Employees released during a RIF may have the right to be reassigned to a different position if they meet specific criteria. These rights are based on retention standing and apply differently depending on whether you’re in the competitive or excepted service.
- Notices and Severance – Employees must receive at least 60 days’ written notice before separation. If eligible, they may receive severance pay calculated based on years of service, age, and salary.
- Appeal and Grievance Rights – Affected employees can appeal RIF-related actions (such as separation or demotion) to the Merit Systems Protection Board (MSPB) or may need to go through a negotiated grievance procedure if covered by a collective bargaining agreement.
Did You Miss the Webinar? Catch Up Anytime
If you weren’t able to attend the live session—or if you’d like to revisit any part of it—we’ve made the full resources available:
▶️ Watch the Webinar Recording on YouTube
📄 View the Webinar Slides:
You can flip through the presentation right here:
📥 Prefer to download? Click here to download the webinar slides (PDF)
Next Steps: Get Personalized Legal Support
As federal employees face the challenges of Reduction in Force (RIF) notices, the attorneys at Federal Practice Group are here to provide clarity, guidance, and legal support. With decades of experience in federal employment law, our team remains a trusted voice for federal workers facing career-altering challenges. Whether you’ve received a RIF notice or simply want to be prepared, the Federal Practice Group is ready to support you every step of the way.
Ready to take the next step? Fill out our client intake form to schedule a consultation and get the legal guidance you need to protect your career.
We’re here to help you navigate the complexity of federal employee RIF rights—before, during, and after a separation.
Stay Tuned: Follow-Up Q&A Coming Soon
We received an overwhelming number of great questions during the webinar and are currently reviewing them for a potential follow-up Q&A session.
For updates, follow us on social media:
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We’re here to address your concerns and keep the conversation going.
Thank you again for joining us. It’s our privilege to support you during this challenging time, and we remain dedicated to helping you protect your career and plan confidently for the future.