33.99.15.I1 Reduction in Force

The Director of TTI will determine when a RIF is needed in accordance with the specifications outlined in Section 1 of A&M System Regulation 33.99.15.

TTI will follow the steps as outlined in Section 2 of A&M System Regulation
33.99.15 when determining which positions will be affected by a RIF. A RIF could take the form of elimination of jobs, reduction in percent effort or reduction in salary. Modifications or elimination of jobs due to changes in funding for a grant or contract are not to be treated as RIFs subject to this regulation.

TTI encourages, but does not require, that a 30-day notice be given to employees who are impacted by a RIF . Employees designated for dismissal will be given reasonable time off to interview for other jobs prior to the date of dismissal. Reasonable effort will be made by the TTI Human Resources Office to place dismissed employees in comparable positions for which they are qualified. An employee who refuses to accept a comparable job may forfeit certain rights to unemployment compensation benefits.

An employee who receives written notice of a RIF may appeal, as applicable, in accordance System Regulation 32.01.02, Complaint and Appeal Process for Nonfaculty Employees or System Regulation 08.01.01, Civil Rights Compliance, except that the appeal must be filed within five (5) business days of receiving written notice of the RIF.

Information on how a RIF affects an employee’s compensation, retirement, leave and benefits will be provided through the TTI Human Resources Office.