Businesses frequently must make tough choices in this ever-changing economic landscape to secure their survival and growth. One such choice may be to implement downsizing or layoffs. In such situations, a major concern for employers is how to avoid bias claims.
Understanding the legal consequences
Before anything else, you must understand the potential legal repercussions for employers accused of bias in these situations. This includes regulatory actions, lawsuits and damage to the company’s reputation. By knowing these, you can develop preventive measures specifically avoiding these consequences.
Developing strategies
As an employer, you should work on developing effective preventative measures, such as:
- Preparing a compliant layoff criteria
- Training your supervisors and managers on non-discriminatory practices
- Documenting the reasons for all layoffs and downsizing decisions
- Consulting with your legal counsel to ensure your actions comply with all applicable laws
While these measures do not guarantee that you will be free from legal repercussions, it minimizes the chances of them happening.
Ensuring consistent application
When you develop measures to prevent bias allegations, you have to ensure they are consistently applied throughout your organization. Inconsistent application can only lead to further bias claims.
Fighting bias claims
Even if you consistently apply these preventive measures, you must prepare yourself to fight bias claims. Detailed records of why certain employees were part of the layoffs or downsizing are important evidence in this situation. It may also be helpful to consult with an employment law attorney to ensure you are complying with all relevant laws and to review your process for potential areas of vulnerability.
