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Ten Tips to Safely Announce a Reduction in Force (RIF)

We are closing out 2012 amid financial uncertainty. Our political leaders are trying to reach an agreement to reign in run-away government spending and increase insufficient government revenues and begin to gain control over our ever-growing national debt. We face the very real possibility that the U.S. economy may suffer and potentially drift backward into recession in 2013. Coupled with the unknown impact of the implementation of national health care, our uncertain financial times are causing many businesses both large and small to pare back on expenses and trim overhead. Sadly, this frequently means layoffs. Many of these employees will have difficulty replacing their livelihoods in a challenging economic environment. The loss of a job anytime is stressful but in difficult times the stress can manifest as violence in the workplace.

Understanding the risks you face during a RIF announcement, with careful planning, you can greatly reduce the risk of violence and enhance your ability to safely and appropriately respond to most any situation.

Here are 10 beneficial steps to consider:

1. 1. Clearly communicate the reason for the reduction in force and be transparent about how the affected staff was selected
   2. Discuss the benefits packages in small groups or individually
   3. As much as possible, provide a fair and socially responsible severance package and provide assistance with outplacement
   4. Communicate your efforts to ease the severance
   5. Ensure your management team is provided with clear and consistent talking points that can respond to the inevitable questions from employees—and brief all management staff on how to deal with angry or emotional employees
   6. Tie severance benefits to employee good behavior
   7. Provide local law enforcement with advance notice of the date and time of your planned RIF and consider staffing low profile non-uniformed security during the announcement and benefits meetings
   8. Prior to the announcement, evaluate risks posed by allowing affected employees ongoing access to sensitive information in the time period between the RIF announcement and the actual departure, and have your IT department install network filters designed to identify and block sensitive outgoing information such as client lists, contracts and intellectual property
   9. Develop a plan to effectively recover employee ID’s, access cards, laptops, mobile devices and other sensitive equipment and have a plan in place to remotely delete information from unrecovered devices.
   10. Review your crisis response plan and ensure your leadership team is briefed and understands their roles should a problem develop and be sure to have your media relations team on site with prepared media talking points.

Always be sure to include your Chief Security Officer early in the planning process so that site-specific security plans can be developed for special needs situations. Whether you are a large company in need of additional resources to effectively deal with a RIF announcement or a small company with no security department, Rampart Group can help. Our experts can work with your leadership team from plan development through execution of a comprehensive security plan developed for your specific needs.

Kathy Leodler Chief Executive Officer Email:kathy.l@rampartgroup.com Phone: (360) 981-2703 PI License #3555

Paul Leodler Executive Vice President Email:paul.l@rampartgroup.com Phone: (360) 981-3397 PI License #4180

We at Rampart Group are committed to your security. Call 1-800 421-0614 or contact us today with your security or investigative needs.