Recent news has shined a spotlight on the legal consequences of mass layoff situations. Employers should take steps now to prepare for possible reductions in their workforce. By being.
Here in Wisconsin, we say – “Don’t like the weather? Wait five minutes” – to capture our ever-changing outdoors. (Case in point: as I write this article, today’s high temperature is 72.
For employers considering a reduction-in-force, here are some best practices to keep in mind: weigh your options, plan ahead, document everything, consider severance packages, have consistent messaging, don't forget retained employees.
Question: We’re a privately owned company with fewer than 100 employees. Do we have to follow the Worker Adjustment and Retraining Notification (WARN) Act regulations if we decide to.
Employers who see the need to make a reduction in force should follow these key steps to ensure that it does not unfairly impact individuals who are in protected classes.