Today, many healthcare organizations have been forced to downsize due to the downturn in the economy. Marshall and Broas (2009) assert that whenever healthcare organizations engage in downsizing (RIF); there is a potential legal risk. However, with proper planning and implementation, employers can minimize the risk of litigation (Marshall and Broas, 2009; Segal, 2001). Therefore, before going ahead with a 10% workforce reduction, a number of steps need to be taken to ensure its success. In the planning process, the healthcare organization's first step should be to identify alternative expense reduction measures that can be implemented. Marshall and Broas (2009) and McConnell (2006) argue that measures such as hiring freezes, reduced working hours, reduced wages or bonuses, early retirement, limited use of temporary workers, and gaps Spending options should be explored before resorting to massive spending cuts. workforce. Given the numerous court cases in which employees have accused companies of spending excessively during layoff processes, a company should consider taking cost-cutting measures. This would show that the company explored another alternative before resorting to the RIF, and it would also help employers reject employee claims that the RIF was unnecessary or discriminatory (Marshall & Broas, 2009). Whatever alternative expense reduction measures the company takes, the company as well as the reasons for this decision must also be documented (Marshall & Broas, 2009). Documenting the reason for the RIF should be the next step. Cost reduction, discontinuation of products or services, technological changes and consolidation due to mergers. and acquisitions are generally legal acts...... middle of paper ...... environment by establishing a reward and recognition system to reward employees for their special efforts. Managers don't like to tell people their positions are being eliminated. In fact, many managers consider completing a RIF to be the most difficult task they will ever face in their career. Therefore, it is important that the organization carefully prepares and conducts an RIF thoughtfully and respectfully to minimize potential harm to employees. Works Cited Marshall, AB and Broas, JM (2009). Successful workforce reductions: how to minimize legal risks. Venulex Legal Summaries, 18-25. Retrieved from EBSCOhostMcConnell, C, R. (2006). Umiker Management Skills for the New Healthcare Supervisor (4th ed.). Sudbury, MA: Jones and Bartlett Publishers Segal, J. A. (2001). Tribal workplace counseling. Hrmagazine, 46(6), 197. Retrieved from EBSCOhost