Reduction in Force :: essays research papers

The Role of Length of Service in a diminution in ForceOrganizations participating in a reduction in force (RIF) are typically reacting to an economic reason. A poorly intentional and executed RIF procedure is fraught with voltage litigation possibilities. Using space of service with the company or in a job sorting is the most common, easiest, and most objective standard (Wildman-Harrold).Any RIF is subject to potential lawsuits. Considering the number of employees involved, the amount of potential damages can easily escalate. Consequently, RIF decisions lead to be consistent, uniformly applied, and based on objective measures.Using higher rank has several advantages. It is a quantifiable measurement that is readily understood and apprehended by employees. Using senior status can also aid in the positive perception that employees have in their organization by valuing loyalty. Seniority can also reduce the liability that comes with age discrimination. One critique indicated that age discrimination claims are twice as frequent as any other claim in a RIF. (Wildman-Harrold)While utilize seniority as a RIF measurement tool has distinct advantages, companies that map seniority as the sole measurement tool for a RIF locate themselves at a disadvantage. These companies are potentially at risk for non retaining productive and high performing, less senior employees. Companies that create a mark of measurements that include skill set analysis and performance based measurements, on with seniority will be better served.Considerations of Gender, Race, Age, and Other Protected crystalize DesignationsState and Federal laws protect employees from unlawful termination based on gender, race, and age. It is estimated from the Displaced Worker 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 cognizant of the effect t hat any RIF will have as it relates to this protected 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 wait on the employer would conduct a mock RIF to develop lists of employees both before and after the RIF. These lists would provide the statistical selective information 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 impact 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?