Layoff lessons; companies should provide all pay guaranteed by statute or contract and give notice when appropriate

Article Abstract:

Employers' obligations when finding layoffs necessary are discussed, and start-ups in the high technology industry are the focus. Giving a notice period to employees affected if legally required, appropriate Worker Adjustment and Retraining Act notice, payment for all time actually worked, and requiring severance pay to be conditioned on an employee's execution of a general release of claims are included.

High technology industry

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Employment law; layoff litigation risks

Article Abstract:

Legal dangers surrounding the layoffs sure to come in the economic downturn of 2001 are discussed. These include failure to evaluate personnel policies in existence, moving too quickly without creating and documenting a layoff plan or a complete disparate-impact analysis, improper implementation of severance and release programs, and posting new positions while a layoff is taking place.

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No work search, no severance

Article Abstract:

Law firms may want to save money and provide discharged attorneys with an incentive to start a concentrated search for new employment right away by staggering severance payments. One payment can be made upon termination and further payments made contingent on evidence of an active ongoing job search. This method has the added advantage of saving the terminating employer money.

Law firms, Severance pay

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