Is the U.S. economy already in recession? Is that condition just around the next corner? Across the nation, employers find it nearly impossible to ignore the possibility that revenues and profits could drop--and they're already feeling the pain in real estate, construction, financial services, and the automotive industry. If you're still at the stage of the jitters, should you act on them?
Employers should be very careful about how they manage reductions in force, or RIFs. As the company targeted in this lawsuit found out, sloppy decisions can lead to expensive discrimination judgments.
Sometimes you need to cut jobs. Maybe you’ve purchased a new business group, or you just need to reduce your size. Whatever the reason, we offer the following suggestions to help you when you’re dropping that employment axe en masse.
No one enjoys the prospect of having to tell employees that the company is going to have to let them go, but it is important to stay very focused and make certain that you handle the situation the best way you can.
As the current wave of corporate layoffs grows, employers are warned that shortsighted workforce decisions and badly handled employee terminations can come back to haunt them...
One thing we can count on about FMLA, just when you think you’ve uncovered the last tricky little aspect to the regulation, up pop four or five more....
For many companies, the summer has brought unpleasant revelations and surprises. Costs are going up. Revenue is flattening or going down. Shareholders are angry. Employees are suspicious and restless.
While the WARN Act directs employers with 100 or more employees to give 60 days’ notice to employees about any plant closings or mass layoffs, there are exceptions to the rules.
The economic downturn has forced many employers to contemplate or actually resort to reductions in workforce and retiree benefits. If that's where you're heading, too, watch out for these traps.
