Layoffs are in the news. With a recession looming, this necessary evil is on agendas throughout corporate America. A layoff—or RIF—is a tricky, painful process for, 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 potholes 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 senior employees labeled as “troublemakers.” If those troublemakers decide to challenge the RIF in...(register to read more)
- Remind management: Don't consider temporary medical problems when making layoff decisions
- Prepare for change when ADA Amendments Act takes effect next month
- What is the 'Lifetime value' of your employees?
- NLRB ruling revisited: Can employees really trash you on Facebook?
- Discharging employee after FMLA leave expires may be retaliation