Imagine, hypothetically, that you are the head of a massive technology company. You decide one day that you want to layoff, say, 50 percent of the workforce tomorrow while offering employees a severance agreement. What should you know?
My colleagues, Gabe Jiran and Keegan Drenosky, did a whole webinar on the subject last month that
Lately, I’ve been talking with more employers about permanent reductions in force.
It’s not fun.
And it’s not something I thought we’d be talking about 3 months ago, and yet it’s not foreign to me either.
In fact, I spent several of my earliest posts here on this exact topic.
As I talk with employers
Last week, I posted about a proposed Governor’s bill that would expand the training requirements for some employers.
However, that appears to be just a small part of a wider political battle that is about to be raised.
Yesterday, a group of Senate Democrats proposed, according to a handout, the “Largest Overhaul in Modern Connecticut
So, a couple of months back, I talked about how separation agreements for small employers might not be covered by the federal law that covers such agreements.
After all, since the Age Discrimination in Employment Act only applied to employers that have 20 or more employees, the requirements for a “knowing and voluntary waiver”
Over the last few days, Twitter has been a-twittering with buzz that the Department of Labor has sent the final overtime rules to the OMB.
This is the equivalent of one department sending another one an e-mail with the new rules. Why? Because it’s just
In catching up over some interesting employment law cases from 2015, I came across Lennon v. Dolce Vida Medical Spa (download here). You would be forgiven if you missed it because it’s an unreported Superior Court decision on a seemingly-technical issue.
But, if followed by other courts, it has a notable twist.
First, the
Last week, a story caught my eye and the attention of some of my colleagues. As reported first by Bloomberg BNA, IBM has stopped providing the comparison information that is typically required in separation agreements for older workers under the Older Workers Benefit Protection Act.
You may be wondering how that is possible. Robin
If you’re like most employers that do background checks, you probably haven’t thought twice about the documentation you use for it.
Perhaps you’ve copied some standard language you’ve found off the Internet (not that there is anything necessarily wrong with that), or maybe you’ve just used a form that has been handed down from one
A few days ago, I came across a thoughtful post from Work Matters, a longtime blog run by Michael Maslanka.
In it, Mike describes a clause in a settlement agreement to get around an issue that sometimes arises — how do you minimize the
The situation is a common one.
But here’s where things get