In light of the uncertainty with respect to recent changes to federal funding initiatives and their potential impact, nonprofit organizations are facing difficult questions regarding the continued viability of their operations in this current climate due to budgeting and/or funding considerations.

While layoffs are a common and sometimes inevitable approach taken to realize cost savings, organizations should be mindful of other viable options to achieve this goal while minimizing the impact on its employees and the attendant legal exposure of employment terminations.

Below are options that employers may wish to consider to reduce personnel expenses, from least to most drastic.  Each option has its own advantages and disadvantages. Some options can be employed concurrently or in succession, depending on the actual or expected effectiveness.

If you're an employer in California, it's time to start paying attention to some important new employment and labor laws that will come into play in 2025. The Golden State is known for its progressive approach to worker protections, and the latest round of laws promises to reshape how businesses manage employees, from anti-discrimination measures to workplace safety. Staying up to date will not only help you avoid penalties but also create a fairer, more inclusive workplace for all your employees. Here’s a quick summary of the key changes that could impact your business in 2025. 

Although often cited as a source of free speech rights, the First Amendment does not actually provide employees with a constitutional right to express political thoughts or opinions in a private workplace (as it only controls government action). As a general matter, employers can regulate what employees say and do in the workplace during working hours. However, federal and state laws exist that complicate an employer’s efforts to control the political speech, activities, affiliation of their employees.