Many employers looking for ways to deal with the financial hardships of today’s tough economy are considering reductions in force (RIFs), layoffs and other forms of organizational restructuring.
These changes, of course, have an adverse effect on employees—some of whom are likely to head to an attorney’s office shortly after receiving their pink slips. They’ll be looking to assert claims of unlawful discharge or illegal layoffs against their employers. They have nothing to lose and everything to gain by seeing an attorney.
Sometimes, there’s no good alternative to a RIF. Cutting hours or other temporary measures simply may not be enough to get through rough economic times.
But how you conduct a RIF may spell the difference between a fresh start for the company and a nightmare of litigation over discrimination and other layoff-related lawsuits.
Disparate treatment, impact
There are two major types of RIF discr...(register to read more)
- How to Fire an Employee the Legal Way: 6 Termination Guidelines
- 10 Secrets to an Effective Performance Review
- Focus on behavior when disciplining jerks
- Can the government dictate the 'look' of the people we prefer to hire?
- Poll: Women qualified for top jobs but are held back
- Guard HR records, the No. 1 source of identity theft