While Roosevelt University strives to provide a stable and secure environment in which to work, under certain circumstances it may be necessary to eliminate employee positions due to budgetary needs, program reductions, reorganization, or other business needs.

A reduction in force (RIF) is defined as a separation from employment due to lack of funds, lack of work, redesign or elimination of position(s) or reorganization, with no likelihood or expectation that the employee will be recalled. A few examples of instances in which a RIF may be necessary or appropriate are: when there is a redesign or elimination of work; redundancy in roles; or excess capacity within a work group or across work groups, such that it would be economically feasible and responsible to reduce the number of employees in a unit or department.

Any full- or part-time employee (who works an assigned schedule of 0.533 FTE or more) of Roosevelt University with the classification of Administrator is eligible for RIF benefits, except as provided below:

  • Voluntary separation (e.g. resignation or retirement.)
  • Involuntary separation for performance-related reasons (poor performance, misconduct, violation of policies, etc.)
  • Term limited positions where the duration of the position is defined at the time of hire (faculty, post-doctoral fellowships.)
  • Grant or contract funded positions.
  • Positions covered by the collective bargaining agreement.
  • Seasonal layoff/partial year schedule.
  • Reassignment within a unit.
  • Reduction in FTE (full time equivalency) that is less than 50 percent.
  • Reduction in FTE that does not eliminate benefit eligibility (a reduction from benefit eligible to non-benefit eligible FTE is eligible for RIF benefits, as outlined in the policy.)
  • Employees who have any documented discipline on their record in the previous 12 month period for code of conduct violations.
  • Roosevelt has contracted with an outside vendor for services and an employee is offered employment by that vendor.
  • An internal transfer within Roosevelt University.
  • Refusal to accept a comparable position offered to him or her within Roosevelt. For the purposes of this paragraph, comparable position means a position:
    • With base pay that is at least 90 percent of the incumbent’s current position.
    • That utilizes similar education, skills and abilities.
    • That requires six weeks or less of training.
  • Death or disability.

Additionally, employees who have received a documented disciplinary action or a performance plan in the 12 month period preceding the RIF may not be eligible for RIF benefits depending on the circumstances and the level of severity of the disciplinary action. Roosevelt University will approach such circumstances on a case by case basis.

Employee Notification

Employees will be given at least thirty (30) calendar days' notice that their position is subject to a RIF. In some situations, it is in the best interests of the employee or the department that the notice period is a non-working notice period. This decision will be made in consultation with Human Resources. The employee should be informed, during notification, whether the notice period will be working or non-working (or some of both). For a non-working notice period, the employee shall be placed on a paid leave.

Separation Pay & Separation Agreement

Provided each eligible employee signs a separation agreement with a general release, the employee will receive separation pay based upon position level and years of continuous service, up to a maximum of 12 weeks. Separation pay will be provided at the end of the notification period, either in a lump sum or periodic installments as decided by Roosevelt and as set forth in the separation agreement, less withholding for taxes.


Vacation Pay

Employees who separate from employment will be paid for earned and unused vacation days earned up to the notification date. No payment will be made for unused sick, floating holiday or other unearned paid time off at the time of separation.

Health, Dental, Vision Insurance Plans and Flexible Spending Accounts

All health, dental, and vision insurance plans in which an employee is enrolled upon separation will continue through the end of the month in which employment ends. The University will supplement the cost of the continuation during the severance period on the same cost-sharing basis as an active employee. On the first of the month following the end of the severance period, the employee must begin paying the full cost of the COBRA premiums in order to continue coverage.

Flexible spending account deductions continue through the last paycheck, and can be used for expenses incurred through the last day of employment.

Upon the end of the severance period, employees may elect to maintain their current health care, dental care and medical flexible spending account at their expense for up to 18 months under COBRA.

Life Insurance

Life insurance ends on the last day of the month in which employment ends. Life insurance can be continued as an individual policy by contacting the insurance company within 31 days of termination.

Disability Insurances

Short- and long-term disability insurance ends on the last date of employment.

Retirement Plan

The employee and/or employer contributions to the retirement plans cease on the last date of employment.

Other Voluntary Benefits

Other voluntary benefits, including supplemental life insurance and Aflac policies may be continued on a self-pay basis by contacting the insurance carrier.


Roosevelt will honor an approved tuition benefit request for the employee and his/her dependents during the remainder of the semester in which the employment separation occurs and in which the student is currently enrolled. All other terms and condition of the Tuition Remission Policy apply.

End of Employment

The employment relationship will end on the earlier of, the last day of the notification period, or acceptance of another position within Roosevelt.

This policy is intended as a guideline to assist in the consistent application of University policies and programs for employees. The policy does not create a contract implied or expressed, with any Roosevelt staff members, who are employees at will. Roosevelt reserves the right to modify this policy in whole or in part, at any time, at the discretion of the University.

HR 03/16/2017