Reductions in force (RIFs), also referred to as layoffs, downsizing, or restructuring, remain one of the most challenging workforce management decisions college and university employers face. Beyond the operational and financial considerations, RIFs carry significant legal, reputational, and strategic risks and considerations. Institutions must carefully navigate federal, state, and local laws, as well as policies and procedures unique to higher education such as tenure and faculty handbooks, while also ensuring that their actions are fair, transparent, and sensitive to affected staff and faculty.

Universities serve as both learning environments and workplaces, placing them at the intersection of student rights and employee protections. This dual role brings unique obligations when it comes to providing disability accommodations. While both students and faculty are entitled to reasonable accommodations under the law, the processes, points of contact, and implementation differ significantly. Understanding these distinctions is essential for compliance, equity, and building a truly inclusive campus culture.