by Michael J. Canavan, Esq.
Your business has crunched the numbers, considered the alternatives and come to the conclusion that layoffs are necessary if the business is to remain afloat during these challenging economic times.
With that in mind, you’ve analyzed the company’s critical functions and determined which employees must remain. You’ve examined the demographics of those to be let go to ensure no protected class is disparately impacted. You’ve given the advance notice to affected employees and government officials that is required by federal and state Worker Adjustment and Retraining Notification (WARN) acts. And you’ve come up with a plan for discharging those employees in a manner that preserves their dignity and minimizes disruption to your business operations.
But how much thought have you given to your remaining employees who are about to watch their friends and colleagues lose their jobs?
It’s a c...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Women in HR: Boost your career by writing your own annual report
- Beware lawsuits from contract workers, too
- Employee filed EEOC suit? Stifle your anger
- Investigate claims to tackle harassment head-on