Employers implementing reductions in force (RIFs) must carefully evaluate potential disparate impact while relying on lawful and available employee data. In a recent interview with Medical Economics, Christopher Mayer explains that although employers may be limited in collecting certain demographic information during hiring, they often already possess relevant data, such as age, through onboarding and compliance processes.
Mayer highlights the importance of preparing an internal “employee census” to assess who is being selected for termination versus retention. By analyzing job title, compensation, and available demographic information, employers can identify potential disparities and reduce legal risk.
Watch the full interview with Medical Economics.
General Counsel
