Charlotte Beck had been employed with Buckeye Pipeline Services Company (“Buckeye”) for over 16 years as a 12-hour operator. In 2009, however, Buckeye underwent a company-wide reduction in force. Buckeye created a “design team” to reform the organizational structure of the Company and implement a team-based leadership model that would be used going forward.
Continue Reading Does the Use of Subjective Criteria in a RIF Show Discrimination? The Sixth Circuit Says Not Necessarily

Unfortunately, my law partner Mike Underwood was correct when he predicted in his February 1, 2008 post  “Building a Model for a Defensible Reduction-in-Force,” that economic challenges in the current economy may result in more reductions in force. The Federal Bureau of Labor Statistics report for May showed 67 dismissals of groups of 50 or more employees in Ohio. This figure was nearly double the amount of such terminations in May ’07, when the Bureau reported 34 dismissals of 50 or more. Overall, Ohio unemployment claims have more than doubled to 7,621 from 3,350 a year ago, earning Ohio the dubious ranking of having among the top 10 highest volumes of claims in the United States.

Mike’s February post described some key steps to keep in mind when faced with downsizing decisions. Here are few more:

Continue Reading Tough Times, Tough Decisions for Ohio Employers