Today, employers in virtually every sector of the economy must “do more with less,” and accordingly are relying on involuntary reductions in force (“RIFs”) to streamline their workforces. The healthcare industry is no exception. While every termination carries potential legal risk, RIFs are prime targets for aggressive plaintiffs’ attorneys and must be carried out with precision if lawsuits are to be avoided. This article serves to provide a methodology for employers to better contain legal risk before implementing RIFs and, more importantly, achieve their primary business goals.
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