RIF / Restructure Planning Kit

Plan and manage a workforce reduction with documented, reviewable selection decisions. The kit covers notice requirements, respectful employee exits, and the points where counsel should be involved.

Five pieces for planning the reduction

The field guide explains the planning process, the templates document the decisions, and the workbook handles scoring, the fairness check, and the timeline. The files work together for one reduction.

• Start Here. A two-page guide to the files, how they work together, and the order to use them. Begin here.
• RIF and Restructure Planning Field Guide. A plain-language approach to a defensible, humane reduction. It covers whether a reduction is necessary, alternatives to consider first, choosing which roles to eliminate, checking fairness, meeting notice and severance requirements, delivering the news, and supporting the team that remains.
• RIF and Restructure Planning Templates. Includes a business case memo, selection criteria worksheet, adverse-impact review, WARN and OWBPA planning checklist, manager notification script, and separation checklist. Complete one set per reduction. Comes as an editable Word file that opens in Google Docs, plus a print-ready PDF.
• RIF and Restructure Planning Workbook. A selection scorer that ranks roles on job-related criteria, a four-fifths adverse-impact check by age, sex, and race, a federal WARN screen with the 60-day notice clock, an OWBPA group-disclosure builder, and a separation tracker. Opens on a worked example. Works in Excel or Google Sheets.
• Quick Reference (PDF). The whole workbook on one page, including what each tab is for, what you enter, and how to read the result.

How to plan and manage the reduction

The kit organizes the work into four stages, with workbook sections and templates for each one. The score informs the decision. You make the final call.

• Consider the alternatives. Compare the reduction with a hiring freeze, reduced hours, or a voluntary buyout. Estimate the costs and savings before committing. A reduction that is too large may require costly rehiring, while one that is too small may mean revisiting the decision within a quarter.
• Define the unit and selection criteria. Identify the group of roles under consideration and document the job-related criteria before reviewing individual names. This order creates a clear, consistent basis for the selection decision.
• Review the proposed selection. Score roles using consistent criteria in the workbook, then complete the four-fifths adverse-impact check and WARN screen. The results help identify concerns that need further review or legal advice.
• Prepare notices and employee conversations. Set the timeline, have counsel draft or review releases, and use the manager script to communicate respectfully. Track each person from selection through a signed release, documenting progress along the way.

Who it is built for

Built for

• An owner or manager planning a workforce reduction for the first time and looking for a careful, structured approach.
• A lean HR team looking for a structured process, documented decisions, and a fairness check while managing consulting costs.
• A consultant or fractional HR lead guiding a client through a restructuring.

If you are looking for

• For a single employee exit or progressive discipline rather than selection from a group, see the Discipline and Termination Decision Kit.
• For reductions outside the US, use country-specific resources. This kit covers US federal rules and does not cover reductions outside the US.

Before you buy

What format are the files and can I edit them?

Files come in Word, Excel, and PDF formats. The templates open in Word or Google Docs, and the workbook opens in Excel or Google Sheets. The Word and Excel files are editable.

What does the kit offer beyond free RIF templates?

Free templates generally provide individual documents. This kit connects them in the order you need them: criteria before names, a scorer that creates a selection record, the four-fifths check on the result, the WARN screen and notice clock, and the OWBPA disclosure builder. It also identifies the points where counsel takes over.

Does it cover my state’s notice law?

The workbook screens the federal WARN trigger and counts the 60-day notice clock. State mini-WARN laws differ, and several are stricter. The kit prompts you to confirm the requirements where you operate rather than rely on the federal threshold alone.

Is it a subscription?

No. One-time purchase, instant download, no recurring fee.

How do I know when it was last checked?

Each file shows its review date. Have qualified counsel confirm the applicable requirements before making a decision.

What is the refund policy?

Digital products are covered by a 30-day money-back guarantee. To request a refund, email support@truestephr.com or reply to your receipt within 30 days of purchase.

Can I buy the kit separately or in a bundle?

You can purchase the kit on its own. It is also included in the Complete TrueStep HR System, which brings the full library of kits and packs together in one download.

What happens after I buy?

Your download link appears immediately after checkout. Your receipt arrives by email with the same link. Open the Start Here page first for the recommended order. For setup questions, email support@truestephr.com.

How the download works

Your files arrive as a single ZIP download, best opened on a computer. Save it, extract it (right-click and select Extract All on Windows, or double-click on a Mac), then open the Start Here file first. PDFs open in any reader, and editable files work in Microsoft Word and Excel or free equivalents, including LibreOffice, Google Docs, and Google Sheets. No other software is needed. Step-by-step help for every device is at truestephr.com/pages/download-help.

Scope

These working tools and editable templates help you handle performance, conduct, and people decisions clearly, consistently, and defensibly. Performance, pay, and conduct conversations can have legal consequences, and discipline, documentation, and termination rules vary by state. For potential discipline or separation, or complaints involving harassment, discrimination, retaliation, or safety, have qualified counsel review the facts and your next step against applicable law before you act. General HR information, not legal advice.