Last edited by Darn
Friday, July 10, 2020 | History

2 edition of Reductions in force found in the catalog.

Reductions in force

Reductions in force

obtaining the benefits while avoiding the pitfalls

  • 35 Want to read
  • 10 Currently reading

Published by Practising Law Institute in New York .
Written in English

    Subjects:
  • Downsizing of organizations -- United States.,
  • Employees -- Dismissal of -- Law and legislation -- United States.

  • Edition Notes

    Statementco-chairs Christopher P. Reynolds, Lynne C. Hermle.
    SeriesLitigation and administrative practice series, Litigation course handbook series -- H-661
    ContributionsReynolds, Christopher P., Hermle, Lynne C., Practising Law Institute.
    Classifications
    LC ClassificationsHD58.85 .R54 2001
    The Physical Object
    Pagination544 p. (some pages blank) :
    Number of Pages544
    ID Numbers
    Open LibraryOL18340520M
    ISBN 101402400209

    The key priority in strategic cost reduction is targeting resources where they can earn the best return, rather than just cutting costs in itself. The starting point is differentiating the capabilities needed to fuel profitable growth (‘good costs’ targeted for investment) from low-performing business. This book originally explained the steps involved in implementing a work force reduction and the significant labor and employment-related legal issues attendant to each step. A substantial portion of the subject matter this book covered is not the exclusive concern of employers.

      When Jackie Rousseau loses her job as a software engineer to outsourcing, she manages to stay afloat financially. She sees the damage the reduction in force wreaks on her friends' lives, though, and decides to deliver a dose of revenge. Reductions in force: Issues under the code and ERISA --V. Reductions in force: Communication and implementation --VI. Health care: Continuing obligations arising from reductions in force --VII. Book\/a>, schema:CreativeWork\/a> ; \u00A0\u00A0\u00A0 library.

    Reductions in force and layoffs may cause a partial plan termination, requiring accelerated vesting for affected employees. A partial plan termination occurs if there is a significant decrease (generally 20% or more) in the number of participants covered by a plan during a plan year due to employer-initiated terminations of employment. Reductions in force (RIF) – typology. A multitude of RIF strategies and techniques has surfaced over the last three decades. While some approaches and tactics have produced promising results, others have failed to yield any benefits. The discussion below reviews some of the strategies that have been adopted by corporations over the past 30 years.


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Reductions in force Download PDF EPUB FB2

Reductions in Force in Employment Law, Second Edition, provides a comprehensive understanding of the key employment and employee benefit considerations that arise in a reduction in force. The material in this soup-to-nuts volume is presented in logical order, from the preliminary issues that arise when planning a workforce reduction, to its Price: $   RIF Reductions in Force: Quick Reference Guide Paperback – Ma by Michael Rodgers (Author) See all formats and editions Hide other formats and editions.

Price New from Used from Paperback "Please retry" — Author: Michael Rodgers. Overview The U.S. Office of Personnel Management develops policy and provides guidance to Federal agencies regarding Reduction in Force (RIF).

This page serves as a portal to assist you in locating pertinent information and content related to RIF in the Federal Government.

Reduction in Force Guidelines: Key Takeaways Termination of employment, layoffs, and RIFs in general are sore spots for employees and employers alike.

Consequently, you need to be ready to deal with assessing, notifying, and executing the overall reduction in force process accordingly. This book analyzes the major U.S. employment-related legal issues (and other important considerations) that arise (1) when an employer is planning or preparing for a work force reduction, (2) in implementing a work force reduction, and (3) in the days and weeks following an announcement and rollout of such a business restructuring.

TIPS FOR PLANNING REDUCTIONS IN FORCE Perhaps the most critical factor in avoiding legal complications with a layoff is the development and application of a uniform approach for selecting employees for termination. Employers must choose among objective criteria (for example, seniority or.

This handbook is designed for any agency leader or manager and human resources office staff that is considering or undergoing workforce reshaping, especially those who find their reshaping efforts will result in a reduction in force.

Reductions in force are a necessary part of a transforming organization and employees are better able to move forward with an organization and get on board with new initiatives if they understand why decisions to eliminate positions were made. The reduction-in-force committee should probe to determine whether there is a behavioral basis for the conclusion or whether it appears to be a proxy for age bias.

In one case I handled, a similar. Managing Human Resources: Local Government Cases: Reductions In Force deals with the problem of employee dismissals in a local government because of the need to achieve a reduction in force (RIF). This e-book demonstrates that such RIFs pose major managerial challenges, not the least of which is the difficulty for all the decision makers.

Reduction in force (RIF) A separation from employment due to such reasons as lack of funds, changes in staffing priorities, lack of work, redesign of work processes, redundancy in roles, excess staffing capacity, or department reorganization, with no likelihood or expectation that the individual will be recalled because the need for the.

Reduction in the force is a step taken by many companies due to excessive expenses. Many times companies are unable to check their expenses and end up throwing away a lot of money, which could otherwise be put to some better use.

At such a time they have. Layoffs and Reductions in Force Receive knowledgeable labor law advice from an experienced legal team in Pleasanton.

Layoffs and reductions in force are common for many businesses and employers. While terminating certain positions may be vital to maintaining your business, you could face legal consequences if the matter is not handled properly. Reduction in Force in Employment Law [Lipsig, Ethan, Dollarhide, Mary C., Seifert, Brit K., Hastings, Paul] on *FREE* shipping on qualifying offers.

Reduction in Force in Employment Law. The NOOK Book (eBook) of the Reduction in Force by Edith Maxwell at Barnes & Noble. FREE Shipping on $35 or more. Due to COVID, orders may be delayed. Thank you for your patience. Book Annex Membership Educators Gift Cards Stores & Events Help Auto Suggestions are available once you type at least 3 letters.

Brand: Edith Maxwell. Planning for a Reduction in Force (RIF) A successful workforce reduction process requires careful and early planning.

It may take several months from start to finish. However, challenging economic conditions have made extended time for planning a luxury many employers can no longer afford. To cope with the increased pressures created by the. In "Reduction in Force," a short story, software engineer Jackie Rousseau loses her job to outsourcing, as do several others in her group.

Their manager doesn't seem to care. Jackie manages to stay afloat financially but she sees the damage the reduction in force wreaks on her friends' lives. Art needs to support a family and an ill wife.5/5(1). Reduction-in-force Plan Review and Approval Process. The Vice President for Human Resources/Chief Human Resources Officer (or designee) will review the written plan to determine that all work force reduction determinations are consistent with this procedure and that affected staff are treated in an equitable, compassionate and consistent manner.

A Reduction in Force (RIF) may occur for reasons such as budget constraints, shortage of work, changes in the organization, or a need to abolish SHRA positions.

A RIF decision requires an evaluation of the need for specific SHRA positions as they contribute to the department’s 1 mission, goals, and provision of services. This guide is one of the most important books that agencies will need for the next several years.

“Deconstructing the administrative state” of “draining the swamp” is underway, and hiring freezes will soon be replaced, agency by agency, by reorganizations, eliminations, cutbacks, and mandatory staff reductions in some agencies.

A Reduction in Force Checklist: The Final Say When it comes to RIFs, there’s a lot going on. You need to make sure that you hit all of the steps in the proper order to ensure that your organization comes out of the event more aligned to their business goals without a tarnished reputation.Reduction of staff will be by department, and by classification.

Prior to any reduction in force, the department head may reassign staff members to classifications they formerly held or to classifications in the same or lower salary grades. Reduction-In-Force Activities: Department of Energy's Actions Generally Comply with Requirements: Rced [U.

S. Government Accountability Office (, U. S. Government Accountability Office (] on *FREE* shipping on qualifying offers. Reduction-In-Force Activities: Department of Energy's Actions Generally Comply with Requirements: Rced