Layoffs often result in litigation where one group or another feels that race, sex or age discrimination is a factor in choosing individuals for layoff, How companies should plan for and administer the layoff, including anticipating employees' reactions and their questions is discussed in detail. The chapter suggest that thought should be given to telling employees whether the layoff is temporary in nature or permanent, as this impacts the laid off employee's expectations when a company starts advertising for new employees to rebuild its workforce. (Laid off employees naturally will see these ads and if they are not rehired they frequently will litigate.)