Reduction in Force :: essays research papers

The Role of Length of Service in a Reduction in ForceOrganizations participating in a reduction in nip (RIF) be typically reacting to an economic reason. A poorly designed and punish RIF procedure is fraught with potential litigation possibilities. Using length of attend with the comp each or in a job classification is the about common, easiest, and most objective standard (Wildman-Harrold).Any RIF is subject to potential lawsuits. Considering the good turn of employees involved, the amount of potential dam ages chamberpot easily escalate. Consequently, RIF decisions need to be consistent, uniformly applied, and based on objective measures.Using senior status has some(prenominal) advantages. It is a quantifiable measurement that is readily understood and appreciated by employees. Using Seniority can also aid in the arbitrary perception that employees have in their organization by valuing loyalty. Seniority can also reduce the liability that comes with age discrimination. O ne survey indicated that age discrimination claims are twice as frequent as any other claim in a RIF. (Wildman-Harrold)While using longevity as a RIF measurement tool has distinct advantages, companies that use length of service as the sole measurement tool for a RIF put themselves at a disadvantage. These companies are potentially at risk for not retaining amentiferous and high performing, less senior employees. Companies that create a hybrid of measurements that allow skill set analysis and performance based measurements, along with seniority will be better served.Considerations of Gender, Race, Age, and Other Protected Class Designations state and Federal laws protect employees from unlawful termination based on gender, race, and age. It is estimated from the Displaced thespian Survey that over 2.4% of all employees displaced in the mid 1990s filed a discrimination claim with the EEOC (Harriet Zellner, 1998, p.1). Understanding this large potential risk, employers must be co gnizant of the effect that any RIF will have as it relates to this defend class.To understand the potential implication of a RIF on the employers protected class, the employer should conduct statistical pre-testing of RIF lists (Harriet Zellner, 1998, p.1). In this process the employer would conduct a treat RIF to develop lists of employees both before and after the RIF. These lists would provide the statistical data for the workforce composition, from which a statistical analysis of patterns in the data are completed. From this data, the organization must make an assessment whether the statistics represent a different uphold on a protected class. If a disparate impact exists, the organization needs to determine if the impact is statistically significant, is the RIF process fair, impartial, and caused by a business need?