Employment Law in a Down Economy Webinar

Presented by Baird Holm LLP Partners, Chris Hedican and Scott S. Moore

This webinar was held on November 24, 2008. A recording of this webinar is available for purchase. The cost is $75 for clients and $95 for non-clients. Please click the RSVP button above to receive a recording of this webinar.

It has been eight years since the last recession.  Employers now face special challenges with their work force.  In order to help employers meet these challenges and comply with the applicable employment laws, Baird Holm LLP presented a webinar covering important legal topics relevant to these times.  The Webinar, on November 24 covered reductions in force, severance agreements, terminating key employees, steps to reduce employee motives to sue, protecting your customers from departing sales staff, and modifying your incentive compensation plans.

How to implement a reduction in force

Tough times require a hard look at company expenses and a prioritization of business.  Many times, this leads to a discussion about reallocation of labor, layoffs or even a permanent reduction in force.  Make these decisions in an organized and legal way to maximize the benefit, and minimize the risk, to your organization.

When your salespeople leave, make sure your non-compete agreements hold up

During the last economic downturn, many employers faced disgruntled sales associates who blamed the compensation plans – not the weak economy – on their reduced income.  Competitors, eager to attract new customers, pursued the disgruntled sales associates to obtain their books of business.  Now more than ever, it is important for employers to ensure that their non-compete agreements comply with the law.  In some states, if the agreement is drafted improperly in almost any respect, a court will not enforce it.  

A rough economy means new incentive plans; make sure yours comply with the law

Employers may elect to change commission plans and other incentive compensation to produce more sales when the economy falters.  If employers make the right changes, they can limit their liability to departing sales associates.