RIF

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RIF

1. noun An acronym for "reduction in force," referring to the termination of employees due to budget requirements. I've been hearing rumors that another RIF might be in the cards if the company doesn't start turning a bigger profit soon. Sarah's been out of work ever since the RIF at her last job.
2. verb By extension, to terminate one or more employees, especially due to budgetary requirements. Sometimes written in lower case, especially when conjugated. We might have to RIF some employees if we want to keep the business afloat. I can't believe they riffed me, after 30 years of loyal service!

riffed

slang Terminated from one's job due to a reduction in staff, often for budgetary requirements. Based on the acronym "RIF," which stands for "reduction in force." I can't believe I got riffed, after 30 years of loyal service! The unfortunate reality of this industry is that it's all too easy to get riffed every time the busy season winds down.
See also: riff

rif

(rɪf)
1. tv. to dismiss an employee. (From the euphemism reduction in force.) They’re going to rif John tomorrow.
2. n. a firing; a dismissal. There’s a rif in your future.

riffed

1. mod. alcohol or drug intoxicated. I can’t keep getting riffed every night like this.
2. and rift mod. fired; released from employment. (From rif, “reduction in force.” A dismissal not for cause, but simply to reduce the number of workers.) Most of the sales force was rift last week.
See also: riff
References in periodicals archive ?
(52) However, nothing in the FMLA entitles an employee to "any right, benefit, or position to which the employee would have been entitled had the employee not taken the leave." (53) This proviso should insulate employers from attack under the FMLA when terminating the employment of an employee on FMLA leave during a RIF, provided that the employer can support its contention that the employee would have been selected for layoff if he had been at work instead of on FMLA leave.
(56) Therefore, in the midst of a RIF, an employer may be required to engage in an interactive process with a disabled employee to determine whether he can continue to perform his job, a new job, or a new combination of job duties.
A key strategy for any employer engaged in a RIF and desiring to avoid litigation necessarily includes providing severance pay to employees terminated in a RIF, in exchange for their signing an agreement not to sue the employer.
If the waiver is offered in connection with an exit incentive or employment termination program offered to a group or class of employees (which usually includes a RIF), additional conditions must be met.
The lawyer can help analyze and develop the facts and tone of the entire RIF in a confidential, privileged context and with the goal of avoiding litigation.
Foremost, the RIF must be a legitimate employment action in order to take advantage of favorable case law deferring to employer judgments and opinions.
The public relations of a RIF can be very important from a lawyer's point of view (both external and internal communications).
Guidelines for the RIF are a crucial aspect of avoiding and defending against litigation.
Past performance evaluations should always be reviewed when making the RIF selections.
Where evaluations do not exist or have validity problems, other documents on which performance can be assessed should be identified relative to the RIF selection criteria.
In analyzing past performance reviews and performance rankings during a RIF, the most common management mistake is characterizing performance in a conclusory fashion (for example, "satisfactory" or "succeeds").
Compared with the prereceptive endometrium, hsa-miR-30b and hsa-miR-30d were found to be significantly upregulated and hsa-miR-494 was found to be downregulated in receptive endometrium.[sup][15] In our study, hsa-miR-30b was also found to be upregulated in the RIF group.
However, we also obtained two shared deregulated miRNAs: hsa-miR-145 and has-miR-374, which were both upregulated in the RIF patients in our study.
The top 3 core miRNAs were has-miR-4668-5p, has-miR-429, and has-miR-5088, of which has-miR-4668-5p was downregulated, while has-miR-429 and has-miR-5088 were upregulated in the RIF group.
In conclusion, we performed miRNA microarray on the samples from the RIF and control groups.