While signs of economic recovery are beginning to appear, some employers continue to look for ways to cut costs. Most employers seeking to reduce costs at least consider a reduction in force. While a reduction in force can provide significant impact to the bottom line, this strategy is not without risk.
Every employee who is impacted by a reduction will invariably ask "why me," and sometimes the answer that the employee settles upon is his or her age, gender, race, religion, disability, etc. While no reduction in force is risk free, there are best practices that can reduce an employer's legal risk.
I'll be speaking on reductions in force at the Arkansas SHRM Employment Law and Legislative Affairs Conference on October 1, 2009, and as I prepare, I have been reviewing all the excellent commentary on the subject. Here's a sample:
Preparing for and Managing a Reduction in Force
Reducing Risks in a Reduction in Force - Is There a Perfect Solution
Reduction in Force Guidelines
Reducing the Legal Risks Associated with a Reduction in Force
Top 10 Layoff Tips
How to Lay People Off
Furloughs: An Alternative to Layoffs
RIF's: Beware the Hidden Costs
Reductions in Force: Top Considerations