As the economy takes a step back, compliance issues move forward. Top of mind are defensible hiring and firing practices with the associated reporting and analytics to mitigate litigation risks. A number of articles have been covering different aspects.

Layoffs spark rise in wrongful termination lawsuits reports that with the wave of downsizing and giving notice, we are seeing the associated complaints. The article outlines expert opinion and a series of actions to minimize business impact.

Workplace litigation risk heats up as economy cools recommends maintaining benefits to boost retention, using nondiscriminatory criteria and decision documentation for reductions in force, and written waiver and release agreements in exchange for separation benefits.

Add ‘Review Background Screening’ To Your List of Resolutions notes that EEOC field offices have been aggressively pursuing cases where one or more forms of discrimination permeate a company’s hiring practices. Focusing on the direct relationship between each position’s background screening criteria and the job description can help avoid issues.

And Noticing the differences provides insight into how those making global job cuts need to focus locally and tailor programs to specific geographies.

The bottom line here is that a unified talent management system provides a structure of consistent and defensible processes. Nonetheless, how you execute comes down to the individual skills of your HR specialists and line managers.