Layoffs

Reduction in force? Make sure severance packages are equitable for similar employees

04/27/2012

Here’s something to keep in mind if you’re contemplating a reduction in force: If you plan to offer severance packages in exchange for a liability release, make sure you aren’t too selective about who gets the best deals.

Beat bias lawsuits with cold, hard facts

04/16/2012

Employers that are prepared to offer cold, hard facts to defend their decisions—even those that may look suspicious at first glance—rarely lose lawsuits. The more objective the business reasons you have for personnel decisions, the better off you are.

USERRA doesn’t require veteran’s preference

04/12/2012

USERRA is not a veteran’s preference law. It merely guarantees that service members can return to work no better or worse off than if they never left.

Selling the company: When must we tell employees?

04/09/2012

Q. We are selling our small business (15 employees). The company buying us won’t be hiring our staff. How many days’ notice is required to notify our employees? Will our employees qualify for unemployment benefits?

Full-time leave for medical treatment? Make sure it’s what employee wants

03/29/2012

Faced with a sick employee, you may recommend short-term disability leave to receive medical treatment. But that could violate the ADA if the employee neither needs nor wants all that time off.

Foreign-born worker sues? Know difference between national origin and immigration status

03/29/2012

While it is illegal to discriminate against an individual based on his or her national origin, that doesn’t mean that discrimination against someone based on her immigration status is forbidden. That’s because immigration status isn’t tied to a particular national origin.

When RIF costs protected employee’s job, take care how you reassign the work

03/09/2012

Here’s something to consider when planning a reduction in force: If you know the move will mean someone in a protected class will lose his job, think strategically in case he sues.

Reorg? Treat staffing decisions like hiring

03/05/2012

After companies merge, there are often too many employees for the remaining available positions. That’s especially true when the new entity also reorganizes operations. Some employees will wind up on the chopping block. Be careful how you choose termination candidates. The best approach is to treat the decision like a hiring or promotion.

Need to conduct a layoff? Use same criteria as for hiring

01/25/2012

Sometimes, layoffs are inevitable … and they’re always a legal minefield. Get it wrong and your attorneys’ fees can easily exceed the labor costs you hoped to save. Decide who should go in much the same way you decide who to hire. Look at the jobs that will survive and select the employees who best fit those jobs.

In RIF, use same criteria you use for hiring

01/06/2012

Sometimes, layoffs are inevitable, something that’s always hard—and often a legal minefield. Get it wrong and your attorneys’ fees can easily exceed the labor costs you hoped to save. Decide who should go in much the same way you decide who should fill a new position.