Labor Laws

Job Reductions

Nowadays, it is common practice for many companies to reduce the size of their workforce. Some of the more common reasons for a reduction in force include:

• Lack of profit and growth
• Bankruptcy
• Outsourcing work to other companies or overseas
• Increased stock market appeal

Whatever the reason may be, many businesses are cutting numbers and losing experienced, devoted veteran employees. Many of these people are not even considering retirement and face the reality that finding another job in their field is next to impossible, especially at the same level of authority and salary.

Since it seems to be happening to companies across the board, employees are under the assumption that everything about being weeded out is perfectly legal. These workers often do not seek an attorney who is knowledgeable about labor laws because they never thought something like this would happen to them. The majority of people believe that those in need of employment lawyers must have been terminated for a valid reason. However, when it happens to them, especially in a situation in which downsizing occurs, they realize that this is not necessarily the case.

One thing to keep in mind is that when condensing the workforce, employers are not allowed to discriminate against employees depending on their age, race, sex, nationality, etc. Employers frequently engage in age discrimination in the event of a staff reduction when they lay off older, long-term employees in favor of inexperienced, younger employees who cost less. Employers rely on the low odds that employees will not react with a lawsuit and tend to give in rather easily under the premise that whatever the employer says goes. They know that no matter how unjust, deliberate, and evident the discrimination may be, most employees will not dispute the decision. Oftentimes, employers are under the false impression that they can defy the law and get away with it because many people are not bold enough to sue under the circumstances.