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To begin, think long and hard about the business rationale for the RIF. Specify the organizational changes that would be involved, articulate how and why those changes will affect particular jobs or departments, and calculate how the changes translate into a reduced headcount. Association leadership should consider possible alternatives to a RIF, such as a hiring freeze, voluntary exit incentive program, or reduction in salaries. At this stage, consult the association's employee handbook and other written policies for any restrictions on the organization's ability to terminate or lay off employees, and consider amending those policies if necessary (Camardella, 2002)...
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