Here are some possible criteria for conducting layoffs. Seniority Under seniority-based layoffs, the most recently hired employees are the first to be laid off. Many organizations determine layoffs based on the skills, knowledge, and abilities that are needed by the employer following the reorganization. Employers need to ensure they have sufficient documentation of employees' job skills, knowledge, and abilities before using these factors as selection criteria. A layoff policy can stipulate that when employees have substantially equal skills, knowledge, and abilities, layoffs are determined in the reverse order of seniority.
Some employers select employees in a particular job classification for layoffs.
Make sure you've covered your bases before implementing this criterion. Testing for Adverse Impact Not only must selection criteria be nondiscriminatory, but applying the criteria also must not have an adverse impact on protected classes of employees. Here's an example. Let's say you're using seniority as a selection criterion for layoffs. Theoretically, such criterion does not discriminate against any protected class of employees.