Don’t believe everything you read on the internet.

I suppose that’s the advice parents should be giving to their kids nowadays but it holds true in employment law too.

Take this sample severance agreement that shows up as number one on Google’s search for “severance agreements”.

It’s a terrible agreement.

Yes, it’s simple but it

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

Monday, March 16th was brutal.

I kept using that word over and over in conversations with employers who are watching their entire business disappear overnight.

Brutal.

Layoffs — at a scale that I think is difficult to comprehend — are sweeping through Connecticut businesses.

Restaurants? Closed (except for takeout or delivery).

Gyms? Closed.

Movie theaters?

In my prior post, I wondered aloud whether there were some rough waters ahead for employers.  Apple recently announced that it would not meet it’s earnings estimates in the first quarter of 2019, in part because of soft demand from China. Other companies are expected to announce some similar issues.

Honestly, I’ve had enough conversations

You do a blog long enough and everything comes full circle.  Back in January 2008, I took out my crystal ball and suggested that reductions in force (RIFs) and lawsuits would soon follow.

We all know what happened next. The economy crashed and discrimination claims at the EEOC peaked at their highest levels in more

In the last few months, I’ve had some inquiries from employers asking about resources for layoffs.

Yawn.

Everyone remembers the layoffs of the recession, right?

Actually no, as it turns out.

In the ten years since the last great round of layoffs, there is a big group of new managers, directors, human resource personnel, lawyers

One of the better programs run by the Connecticut Department of Labor that gets almost zero publicity is the “Shared Work” program.  For employers, it’s a useful tool when you’re dealing with a temporary slowdown in work.

I talked about it five (!) years ago in the midst of the recession so I’m not going