Reductions in Force

I regularly counsel employers on conducting an appropriate reduction in force (RIF), by working with the client to develop a decision matrix on which the layoff selections will be made, performing a disparate impact analysis of RIF to ensure that it does not have a disproportionate effect on workers in a protected class (such as workers over the age of 40), and drafting severance agreements that comply with the Older Workers Benefit Protection Act.

I also work with clients on proper messaging, to ensure that the business is sharing all appropriate information with employees in a clear, consistent and positive way.

Please contact me if your business is contemplating a reduction in force, and is concerned with “getting it right.”