1) Reductions in Force – Surviving Employees

What impact can a reduction in force have on surviving employees?  How can a company communicate effectively with surviving employees?  Why is effective communication with surviving employees so important?

2) Reductions in Force – Preparing for Notification Meetings with Employees

What preparations should a company ideally make prior to meeting with employees to notify them that they are being laid off?

3) Reductions in Force – Avoiding Legal Risks

What are some ways a company can avoid legal risks when preparing for and executing a reduction in force?

4) Investigations – Choosing the Investigator

What are some factors a company should take into consideration when determining who should investigate a workplace complaint?

5) Investigations – Determining Credibility

What are some factors that an investigator should take into consideration to determine the credibility of the complainant, accused, and witnesses?

reading:
https://www.troutman.com/insights/severance-agreements-for-employees-over-40-understanding-the-older-workers-benefit-protection-act.html

https://www.businessinsider.com/tesla-employees-reveal-how-they-were-fired-2018-6

https://www.californiaemploymentlawreport.com/2020/03/governor-newsom-signs-executive-order-regarding-cal-warn-and-coronavirus-what-employers-need-to-know/

https://www.jdsupra.com/legalnews/complying-with-warn-act-requirements-50117/