Tough economic times compel many employers to consider reducing their workforce as one means of lessening the adverse impact of business downturns. RIFs, however, can, and frequently do, lead to added problems in the form of employee claims of discriminatory or otherwise wrongful discharge. In our first article, human resource specialists Diane Dettmann and Lisa Richards offer some helpful suggestions for conducting workforce reductions with a view toward minimizing such claims.
Another potential, and developing, hotspot for claims is "credit slander." Brian Franklin's article examines a recent federal district court decision addressing the risks facing employers who provide adverse information about a discharged employee to an internet-based employment screening service.
In our third article, Angela Coll Caliendo discusses another potential conundrum facing employers in light of Congress' recent passage and the Obama administration's endorsement of the "Lilly Ledbetter Fair Pay Act," which expands the bases and extends the deadlines for employees asserting discriminatory compensation claims.
As always, we welcome your comments and questions.