Addressing the legal risks associated with a reduction in force (or "RIF") has long been a topic on this blog. In fact, looking in my crystal ball way back in January 2008, I suggested that it would the hot topic before years’ end.
Flash forward to the present, and the headlines continue to be
Ed: Updated to reflect newer posts and correct style
There are many employment lawyers who subscribe to the belief that "No Good Deed Goes Unpunished". A case out of Connecticut and the Second Circuit this month certainly won’t change that perception. Indeed, although the case may have political undertones, it sets up a classic
Attorney John Williams is well-known in this state for his avid representation of various state 
workers — particularly state police officials — in discrimination matters. Yesterday, he held a press conference to announce that he will be filing a class action lawsuit in a few weeks challenging the hiring procedures of the Connecticut State Police.
Although I’ve touched on the issue of personality tests before here and here, I was recently interviewed in the December 2007 issue of Law Office Administrator (published by Ardmore Publishing) about some further specifics.
In it, I highlight two important points that employers should consider before using them:
These days, everyone seems to be jumping on the wage and hour bandwagon, predicting an endless stream of lawsuits for 2008, just as there was for 2007. But just as mutual funds preach that "past performance is no guarantee of future success", I would argue that focusing too much on one trend, misses an