Legal Assistance With Reduction In Force Documents And Procedures
Employers needing a reduction in force have typically exhausted all other options. They must now make the difficult decision to cut staff. In these difficult times, employers must be mindful of the possibility of employees bringing civil lawsuits in response to their termination.
If you are an employer that needs to lay off employees, the law firm of Gordon L. Osaka, P.C., is here to help. We advise employers on making decisions that reduce the likelihood of legal backlash from employees. Contact us today to schedule a consultation.
Our commitment to the four P’s: Our law firm is intent on delivering personal attention from an experienced attorney in a punctual manner at a fair price. Ultimately, our goal is to provide a superior product.
Avoid Discrimination Claims
Employees can easily misinterpret a reduction in force as a pretext for unjust or illegal termination. Most commonly, employees view layoffs as a form of latent discrimination:
- Age discrimination: Older employees may interpret staff cuts as a way to make room for younger employees. However, they sometimes fail to realize that younger employees are also cut for budget purposes.
- Race discrimination: A reduction in force may result in adverse actions from people of color, especially if the employer is small and does not have much racial diversity. We can protect you against accusations of racial discrimination.
With more than 40 years of experience representing employers in Portland, throughout Oregon and across the United States, attorney Gordon L. Osaka understands the actions that can lead to false allegations and potential lawsuits. He knows how to avert these allegations and successfully defend lawsuits if necessary.