What can Fresh Munchables implement to ensure that the laid-off employees are not older workers under the ADEA?

Conducting a thorough review of layoff criteria is a proactive approach to ensure compliance with the Age Discrimination in Employment Act (ADEA). By critically analyzing the factors that lead to employee layoffs, Fresh Munchables can ensure that decisions are based on fair and objective criteria rather than age or other discriminatory factors. This review process allows the organization to look at performance metrics, tenure, skills, and other relevant aspects, thus minimizing the risk of inadvertently favoring older or younger workers based solely on age.

The other choices do not provide effective solutions. Setting arbitrary age limits for layoffs is illegal and discriminatory, as it directly violates the principles of the ADEA. Favoring younger employees simply because they may be easier to train is not only unethical but could also lead to legal repercussions for discrimination against older employees. Similarly, consulting only managers without involving a diverse pool of perspectives could perpetuate biases and result in unfair layoff decisions. Therefore, reviewing layoff criteria is the best method for ensuring compliance with age discrimination laws and promoting fair treatment of all employees.