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As economic route turns rough, beware these 4 RIF potholes

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in Discrimination and Harassment,Employment Law,Human Resources,Leaders & Managers,Management Training,Performance Reviews

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 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 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)

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