Separation Compliance

Evaluate for bias, discrimination, and applicability of employment laws

When making employment decisions, your practices should foster workplace equity and comply with applicable laws. Disparate impact analysis (or adverse impact analysis) helps ensure employment decisions are free from bias and discrimination. On top of that, it’s important that you adhere to any relevant employment laws, such as those enforced by the U.S. Equal Employment Opportunity Commission and the U.S. Department of Labor.

Legal Reviews

Use a simple, straightforward, and documented Legal Review process to help mitigate risk.

  • Provide Legal with the comprehensive employee case file developed during the Case Management process

  • Be thorough while maintaining confidentiality by setting certain notes, action items, and documents as Privileged to ensure they are only visible to the appropriate personnel

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WARN Act Compliance & Notifications

Make WARN Act compliance easy while avoiding costly penalties, including 60 days of back pay and benefits to each employee, plus attorneys’ fees

  • Automatically generate legally mandated notices when a RIF qualifies for the WARN Act

  • Easily assess for WARN Act compliance across enterprise-wide or rolling RIFs using 90-day review periods that can look at the past and future

  • Configure the compliance tool to analyze for and make state-specific WARN Act recommendations 

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Adverse Impact Analysis

Without proper analysis, unintentional bias and discrimination can exist — even in companies that prioritize diversity, equity, and inclusion

  • Eliminate bias and discrimination by analyzing RIFs for disparate impact (or adverse impact)

  • Evaluate employees using one or more of our built-in statistical tests, including the 4/5ths rule, Fisher Exact, Chi Square, and Standard Deviation 

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ADEA / OWBPA Compliance & Waivers

Prevent potentially costly age discrimination claims by complying with the Older Workers Benefit Protection Act (OWBPA), a part of the U.S. Equal Employment Opportunity Commission’s (EEOC) Age Discrimination in Employment Act (ADEA).

  • Automatically generate waivers for protected employees

  • Ensure waivers are valid and fulfill OWBPA’s seven mandated waiver criteria

  • Track adherence to legally required waiver review time periods

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