In times of economic turmoil, we often witness significant workforce reductions, commonly referred to as reductions in force (RIFs), which are essentially synonymous with layoffs. For C-suite executives, the nuances of these workforce changes can be especially critical. During a layoff or RIF, individuals are notified that their employment with the company will cease after a specific date. Depending on the company’s size and policies, executives may also be offered a severance package as part of this process.
Is Your Termination Truly a Layoff?
Not all terminations are the result of impartial RIFs or layoffs. In fact, often companies mask problematic terminations within a mass layoff scenario. A layoff typically involves the loss of income, unvested stock or options, limited medical coverage, and the discontinuation of other company-provided benefits.
How Can You Determine If You Are Facing a Layoff?
Identifying whether you are genuinely part of a layoff can sometimes be a straightforward process. As the saying goes, ‘You’ll know it when you see it.’ If you have recently experienced workplace conflicts, filed complaints with HR, expressed concerns to fellow execs, or raised objections to company policies or practices you find improper—and you find yourself as the sole individual within your department chosen for the RIF—there may be more to your termination than meets the eye. Carefully reflect on the circumstances leading up to your termination and why your treatment differs from that of your peers.
Conduct this analysis before signing any documents presented by the company. Even if the company portrays the situation as a no-fault reduction in force or layoff, the severance agreement will typically entail a comprehensive release and waiver of claims, requiring you, as an executive, to relinquish all potential claims against the company in exchange for the severance package.
Have You Been Subjected to a Layoff? Ask Yourself These Questions.
Upon receiving notice of your selection for a layoff, it’s essential to ask yourself the following questions, keeping in mind your executive position:
- What events occurred in the weeks and months preceding the layoff?
- Have you encountered any conflicts with fellow executives, the board, or senior leadership?
- Have you raised complaints with company leadership or HR about strategic decisions or ethical concerns?
- Have you received disciplinary actions for performance issues with which you disagree?
- Lastly, does the severance package offered justify the extent of the release and waiver of claims that you will sign, forfeiting your rights against the company?
All terminations are not created equal, and sometimes, what appears as a layoff could indeed be a wrongful termination in disguise, particularly for C-suite and other executives.
Hire an Executive Employment Lawyer
The Hamilton Law Firm specializes in helping executives assess whether they have been wrongfully terminated and can help you explore whether pursuing legal action is the appropriate course of action. Please reach out to us for a consultation with an executive employment lawyer tailored to your circumstances.