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No, an employer can use any method as long as it is consistent and the folks being laid off are not for violations of Title VII--i.e. age, gender, race, etc....
Mlane's answer holds true in all 50 states. No state or Federal law requires an employer to use any particular method, so long as they do not violate discrimination or public policy laws.
The above assumes that no contract or CBA exists that specifies the method to be used.
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