Reduction in force (RIF) Checklist
Publisher: INTOO
Access this content
Your content has been opened.
Reduction in force (RIF) Checklist has been emailed to . Entered the wrong email?
Don't see the content in your inbox?
Make sure to check your spam and other messages folders.
Can't get to your email right now?
To complete your registration and access this content, enter the sign-in code sent to your email.
Please enter a valid verification code.
Code sent to:
Register to access this content
By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.
Reductions in force (RIFs) can be difficult to manage, and they also tend to move very quickly—making it very easy to miss a step or make costly mistakes in the process. This RIF checklist covers: - The key steps to successfully managing a reduction in force - The proper notifications and compliance schedule as dictated by the WARN Act—the Worker Adjustment and Retraining Notification Act—which affects most employers with 100 or more employees - Reduction in force best practices, such as how to communicate layoffs, prepare for possible legal claims, and manage fringe benefits obligations This checklist will help you make informed decisions to ensure an effective transition for your transitioning employees and your organization overall.
Similar content you might be interested in
