Reduction in Force Adverse Impact Analysis video
Every decisional unit tested for age, sex and race impact at counsel's direction, and the OWBPA disclosure generated from the same tested list. 1:18
What the film shows
Tests a layoff list for age, sex and race impact and drafts the OWBPA disclosure, for counsel
Agents match the list to the census, propose the decisional units, run every test by unit and in aggregate, read each selection reason against the criteria, check the release and WARN by site, and generate the OWBPA disclosure from the tested list. The partner holds or clears each unit with a reason and approves the memo.
Transcript
- Reduction in Force Adverse Impact Analysis tests layoff lists for age, sex and race impact, for counsel.
- U.S. employers announced 1.2 million job cuts in 2025, every one on a list.
- At Calloway Harbor, agents ran seventy tests on 180 layoffs in nine units.
- Company-wide it passes, but Engineering fails for workers fifty and over.
- Thirteen of forty older engineers were picked; eleven of a hundred twenty younger.
- Three reasons are age-coded; Philomena holds the unit for a documented re-review.
- The age disclosure for the other eight units generates from the tested list.
- The release check fixes a twenty-one day clause to forty-five.
- A defensible list and a correct disclosure, before notices go out.
- Built on Botminds: agents, data, screens and governance on one platform.
The narration as written for the film. Captions are on the player.