If tight economy forces cost-cutting, avoid these 4 RIF pitfalls

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in Employment Law,HR Management,Human Resources

Layoffs are often an unfortunate reality, even as the economy continues its slow rebound. A layoff—or reduction-in-force or RIF—is a tricky, painful process for management, those who lose their jobs and even employees who remain afterward.

No matter how well or poorly management handles it, a RIF means an organization is traveling down a difficult road. Here are four critical and often overlooked RIF pitfalls that can make the route more treacherous than it needs to be.

1. No clear RIF criteria

Carefully choosing which jobs will be selected for a RIF is critical. For private employers, unless a union contract governs, selection of participants in a RIF is highly discretionary, but also risky.

For example, an employer determines 10 employees need to be laid off. Management selects the six most recent hires, but also four more senior employees labeled as “troublemakers.” If those troublemakers decide to challenge the RIF in co...(register to read more)

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