Description
As the national economy endures ups and downs, many organizations are considering or have endured the dreaded L-word — Layoffs. Before implementing a Reduction in Force (RIF), you need a plan that will survive legal scrutiny. Discrimination charges increase dramatically following layoffs. This seminar will cover the hot-button issues that arise as a rightsizing appears on the horizon:
- What laws come into play when a RIF looms
- Documentation needed to justify the business reasons for the reduction
- Crafting the selection criteria to avoid legal red flags
- Reducing the likelihood of age and other discrimination claims
- Buyout/severance issues to consider
- Waiver and release agreements
- Problems encountered by remaining employees
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