Reductions-in-Force (RIF)

No employer enjoys eliminating employees and jobs. However, in this changing economy, it may be an option you are considering.

We begin by assessing your current situation, the reasons you are considering a RIF, and your ultimate business objectives. From there, we can advise you on possible ways to reduce personnel-related costs without a RIF — including job sharing, voluntary terminations/early retirement, shortened work weeks (reduced hours), furloughs, or downsizing through natural attrition.

If you have made the decision to pursue a RIF, we have a web-based system that leads your HR managers through the entire process from pre-RIF planning; training business managers; making, documenting, and reviewing selections to conducting a disparate impact analysis; preparing disclosures; prepping for termination meetings; and collecting and retaining documentation.

In addition, you may be required to provide a Worker Adjustment and Retraining Notification (WARN) Act notice, and subject to applicable state law requirements relating to plant closings. If that is the case, we can help. Prior to the RIF, you will receive a two-page questionnaire requesting the information needed to draft the WARN Act notice. Once we receive that questionnaire from you, we will turn around a complete WARN Act notice within four hours.

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