A number of employment issues pop up when the economy goes down. When companies need to cut costs, they turn to HR for answers to some tough questions. What's the best way to implement a layoff or reduction-in-force (RIF)? How do we decide which employees to let go? How do we retain remaining employees amid fears they'll be downsized next?
Also, are there alternatives to a layoff or RIF? What options do we have in terms of cutting employees' wages and hours? How do we keep employees motivated despite scaling back perks? How do we help employees who are in obvious financial trouble?
This report answers all of these questions, and more.
Cutting Costs: Downsizing
Layoffs and RIFs have become a standard employer strategy for trimming the bottom line in tough times. While employees should never be viewed as financial liabilities or expendable costs, sometimes employers have no other choice but to let pe...(register to read more)
- HR's New Year's resolutions: The top 10 to-do's in 2010
- Don't believe it: Employee facing discipline can't quit and then claim constructive discharge
- Office romance: Don't ban it; manage it
- Firing employees on FMLA leave: Occasionally legal, usually unwise
- It's good faith that matters: Minnesota whistle-blowers don't have to be right