Today, many healthcare organizations have been forced to reduce their workforce due to the economic crisis. Marshall and Broas (2009) state that whenever healthcare organizations conduct a reduction in force (RIF); There is legal risk. However, with proper planning and implementation, employers can minimize the risk of disputes (Marshall & Broas, 2009; Segal, 2001). Therefore, before making a 10% workforce reduction, there are a number of steps you need to take to ensure its success. In the planning process, the healthcare organization's first step should be to identify alternative cost reduction measures that can be implemented. Marshall and Broas (2009) and McConnell (2006) state that measures such as hiring freezes, reduction of working hours, reduction of salaries or bonuses, early retirement, limited use of temporary workers and spending for discrepancies should be explored before resorting to mass cost cutting. workforce. Given the numerous legal cases in which employees have accused companies of excessive expenses during termination processes, a company should consider taking expense-cutting measures. This would demonstrate that the company had explored another alternative before resorting to a RIF, and would also help employers rebut employee claims that the RIF was unnecessary or discriminatory (Marshall & Broas,2009). Whatever alternative cost-cutting measures have been adopted by the RIF the reasons for doing so should also be documented (Marshall & Broas, 2009). Documenting the reason for the RIF should be the next step. Cost cutting, product or service discontinuation, technological changes, and consolidation due to mergers and acquisitions are commonly a legal act... middle of paper... an environment by establishing a reward and recognition system to reward employees for their special efforts. Managers don't like telling people that their positions will be eliminated. In fact, many managers consider conducting a RIF to be the most difficult task they will have in their career. Therefore, it is important that the organization carefully prepares and conducts a RIF with care and respect to minimize the potential harm to employees. Works Cited Marshall, A. B., & Broas, J. M. (2009). Doing well in reductions in force: 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 councils in the workplace. Hrmagazine, 46(6), 197. Retrieved from EBSCOhost