One of the most difficult and emotional tasks for HR is to manage a layoff or reduction in force (RIF). Nonetheless, it is important that a RIF be conducted so that any potential liability for the organization is minimized. Stephen R. Woods shared 10 steps for handling a RIF at BLR's 2009 National Employment Law Update in Las Vegas this week. Woods is a shareholder in the Greenville, South Carolina office of the national employment law firm, Ogletree Deakins. |