Reductions-In-Force

Reductions-in-force have become standard employer strategies for trimming workforces in tough times. Employers must analyze such layoffs to avoid discrimination lawsuits based on age, sex, and race, as well as comply with the Worker Adjustment and Retraining Notification Act (WARN).

 

Applicable Law(s): Older Workers Benefit Protection Act (OWBPA), Worker Adjustment and Retraining Notification Act (WARN) 

 

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NEWS/ARTICLES

Corporate Cost-Cutting Strategies 

Do More Layoffs Result In More Discrimination Lawsuits? 

Handle With Care: Dealing With Downsizing "Survivors"

Supreme Court: Employers Bear Burden In Disparate Impact Age Discrimination Cases 

Basic Requirements of the Worker Adjustment and Retraining Notification Act (WARN) 

 

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FAQs

1. How can employers defend their reduction-in-force (RIF) decisions against charges of discrimination? 
   
   
2. Can an employer lay off a 40+ employee without running afoul of the Age Discrimination in Employment Act?
   
   
3. In the aftermath of a RIF, what can employers do to increase morale and minimize stress among its remaining employees?
   
   
4. How should employers handle rehiring laid-off employees?

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