Avoiding Litigation Risks During Periods of Downsizing and Reductions in Force

Employers faced with new or continuing pressures to reduce costs may feel compelled to undertake involuntary reductions in force (RIF). These pressures can emanate from new labor-efficient technologies, global economic competition, a merger or acquisition, outsourcing, shareholder demands for greater productivity, or any combination of the above.

RIFs may increase a company's exposure to employment-related litigation. To manage legal risk, and properly plan for a RIF, employers must formulate a strategy and consider the potential adverse impact a reduction in force may have. 

Please join us as we discuss the following topics:

• Alternatives to RIFs (e.g. furloughs, pay freezes, voluntary separations, early retirements, reduced work schedules);
• Goals for planning a successful RIF;
• Risks associated with implementing RIFs and how to avoid them;
• Legal and contractual parameters associated with implementation of a RIF; and
• Federal and State WARN considerations and compliance matters.

For questions, please contact Jamie Lee at jllee@seyfarth.com.