Try it
Add the skill to a bot, then ask your Chief of Staff:
“Use the HR - Reduction in Force (RIF) skill on this: [describe the job, or paste your notes].”
Plan a legally-defensible reduction in force: WARN Act analysis, disparate-impact pre-check, notification timeline, severance and release framework.
What it covers
- ⛔ STOP - counsel checkpoint required
- Pre-flight (REQUIRED)
- Federal WARN Act (1989)
- Mini-WARN states
- Disparate-impact pre-check (4/5ths rule)
- Selection criteria - defensible vs not
- OWBPA / ADEA group-RIF requirements (employees 40+)
- Output - RIF Plan