Because of the nationwide economic slump, layoffs are a hot topic these days. Whether you work for a large or small company, layoffs are an inevitable part of the business cycle.
What sort of employment law issues should HR professionals consider when the possibility of laying off workers becomes increasingly likely? Here’s a step-by-step guide for smoothing out a difficult and painful process.
Consider the alternatives
Would normal attrition solve your overstaffing problem? If not, would a buyout package encourage enough people to leave voluntarily, making layoffs unnecessary?
If layoffs are inevitable, should you cut staff in more than one round, on the theory that a second layoff later might not be necessary?
Note: If you conduct a series of layoffs, assume that they will be closely scrutinized both individually and collectively.
Check current policies
If you have an existing policy stating how you ha...(register to read more)
- If supervisors harass, keep your defense alive with quick action
- Firing? Follow the 2-and-1 rule: Two company reps, one reason for termination
- Billie Jean's real 'Battle of the Sexes'
- Track your fair and equitable discipline to prove you don't discriminate
- Jury: He's no whistle-blower, just an abusive manager