1-Hour Program

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Overview

When it comes to planning layoffs, decision makers tend to take their old severance policy off the shelf, dust it off, and re-apply to the current situation. This may seem like a safe strategy for an uncomfortable topic, but by leaving severance so largely unexamined, many major considerations for a Reduction in Force may be overlooked, perhaps resulting in greater organization liability, unnecessary spending, and inefficiently utilized employee benefits dollars. 

Please join Vicki M. Nielsen, Of Counsel at Ogletree, Deakins, Nash, Smoak & Stewart, P.C., and Elizabeth Corley, Sr. Vice President of Transition Services, Inc. as they spotlight the key considerations for planning and administering a RIF, and examine alternative strategies to best support a company and employee population during a reorganization. 

Topics to be covered, with opportunities for Q&A, will include: 

  • Planning a reduction in force: a robust approach
  • Key legal considerations: ERISA, release of claims, OWBPA best practices and the WARN Act
  • Separation benefit payments: severance and an efficient alternative, the Supplemental Unemployment Benefit (SUB) Plan
  • Aligning company values, goals, and RIF strategy

Credit Details