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I am working on a few scenarios but before I get too far, would the company be facing possible discrimination law suits (or any law suits for that matter) if compensation reductions are based on compensation levels. For example, the more you earn the more your reduction may be:
If employee comp is greater than $80k annually, 5% reduction
If employee comp is greater than $100k annually, 6% reduction
We want to avoid lay-offs because we have a great staff.
Thanks.
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