Legal Considerations for Workforce Reductions

Legal Considerations for Workforce Reductions - HNI

Employers must be aware of numerous employment and employee benefits laws when considering these drastic measures.

Legal Considerations When Downsizing Your Workforce

You should review company employment policies and contracts for specifications regarding layoff procedures, provisions negating at-will ...

Reductions in Force: Legal Do's and Don'ts | Insights

Option 2: Involuntary RIFs · Title VII of the Civil Rights Act of 1964 prohibits discrimination on the basis of race, color, sex, religion or ...

Avoiding Legal Risks in Workforce Reductions - K&L Gates

All decision making in a reduction in force must be free from unlawful discrimination. Improper considerations include an affected employee's race, gender, ...

Manufacturers' Legal Considerations for Staffing Reductions

Therefore, once any workforce reduction is determined to be necessary, rather than being fast and reactive, a company should take a ...

Reduction-in-Force and Mass Layoffs: Six Steps for Considering ...

Reduction-in-force is a difficult and emotional process for both employers and employees. In the employment law context, it is important to go ...

Avoiding Discrimination in Layoffs or Reductions in Force (RIF)

List the employees who would be laid off or terminated based on your layoff/RIF criteria. · Determine whether certain groups of employees are affected more than ...

How to Conduct a Layoff or Reduction in Force - SHRM

The federal Worker Adjustment and Retraining Notification (WARN) Act requires employers conducting a large-scale layoff to provide 60 days' notice to affected ...

Reductions in Force - Baker McKenzie

Reductions in Force Employment Law Considerations for Major Workforce Changes. 2. Page 3. How we can help — global coverage with local expertise. As global ...

LEGAL CONSIDERATIONS FOR REDUCTIONS IN WORKFORCE

business family equity is value measured by trust, communication, shared vision and planning among family members. The decision to implement a reduction in ...

Key Considerations for Navigating Workforce Reductions During ...

4. Conduct Disparate Impact Analysis and Other Risk Assessments. · Disparate Impact: · Protected Activities: · Union: · Existing Entitlements/ ...

Plan for Workforce Reductions Now To Avoid Delay and Liability

Employers considering a reduction in force should be aware of legal requirements under the Worker Adjustment and Retraining Notification Act ...

Navigating Legal and Regulatory Requirements During Workforce ...

Navigating the legal and regulatory landscape surrounding layoffs and workforce reductions can be complex and challenging for organizations.

7 issues to consider when conducting layoffs - HR Dive

Employers generally have broad discretion as to which employees to include in a layoff. Employee selection will likely depend on the ...

Employment, Checklist - Federal Laws Affecting Layoffs

Editor's Note: Reductions-in-force, plant closings, and layoffs can raise issues regarding compliance with a variety of employment-related statutes.

6. I need to lay off employees. | U.S. Equal Employment Opportunity ...

Ensure that layoffs or reductions in force (RIFs) are based on nondiscriminatory reasons, such as quality or quantity of work, rather than on race, color, ...

Reductions in Workforce – Employment Law Considerations - USFN

Complete and concise records for any reduction in force should be maintained to prove the service member's position was part of the reduction.

Reductions in Force (RIFs) - Practical Counsel for the Workplace ®

Additionally, companies are subject to requirements beyond WARN and state laws when considering employee losses or layoffs. Employers must also consider issues ...

Reduction in Force (RIF) - Guide for Employers - Factorial

A RIF should be approached strategically to minimize adverse effects on the workforce. Legal obligations, as outlined by the Department of Labor ...

Understanding Reduction in Force Issues for the Employer

Under the WARN Act, notice of a covered reduction in workforce must be provided to affected employees, as well as the union representative (if applicable), the ...