Reductions in Force / Other Counseling
There are few attorneys across the country who possess Ely’s experience in helping employers successfully handle reductions in force and reorganizations, and other challenging workforce counseling situations. A few examples of his work in this area include
- Representation of a multibillion-dollar joint venture between two international consumer product companies, assisting with the process of combining and integrating their United States operations, including the labor, employment, benefits, and immigration issues that arise when combining two companies’ operations (which included both a unionized and a non-unionized production workforce), and developing “best practice” human resource policies nationwide, and all related issues.
- Representation of a global consumer information company, counseling the HR Department on its national reductions in force and reorganizations, including the development of planning processes, statistical analyses, the determination of decisional unit and severance program structures, and WARN and mini-WARN Act planning and compliance.
- Representation of a national for-profit university in connection with its reduction in force and reorganization planning and execution, including creating guidelines and training programs for HR and other decision makers on WARN and mini-WARN Act planning and compliance, preparation of business cases for the reorganization, and preparation of severance agreements.
- Representation of a major manufacturing client throughout a significant corporate nationwide reorganization, resulting in no discrimination charges or other type of litigation.
- Successful representation of a diversified service industry/technology company in the face of numerous discrimination charges arising at one facility, and development of a strategy to improve employee relations at the location to reduce the likelihood of future charges.
- Assisted major manufacturing companies and technology companies with the installation of new HRIS and applicant tracking systems to ensure compliance with OFCCP affirmative action regulations, including adoption of process flow changes, basic qualifications, knock out questions, strategic disposition codes, improved recruiting, selection and record retention practices, training of recruiters, and development of related policies and practices to minimize Internet Applicant flow and maximize defensibility of selection decisions.