What To Do Before You Announce the Company Layoff - Workology

What To Do Before You Announce the Company Layoff - Workology Before and During a Layoff Let’s be frank, no matter what the state of the economy is, being a part of layoffs is never fun. In fact, it has been the worst part of my career in HR. Downsizing, restructuring, or layoffs can negatively impact your company’s brand. No matter how necessary for your bottom line, it is imperative to have a solid strategy in place to minimize the damage, not just to your product and brand, but also to your recruiting and employment brand. No-one looks forward to downsizing, which is why so many CEOs and executives handle the process so poorly and why having a clear process and plan is so critical to help you execute layoffs with dignity and grace. Before and During a Layoff The critical decisions of who will be laid off, when it will happen, how much severance will be offered, and how much assistance to find a new job will be available is often left to the legal department, for good reason. The problem with that is the legal department’s job is to protect the company from litigation, not boost the morale of the company. No matter how much notice you have before downsizing, I recommend partnering your HR leadership team with your legal department. Pull employee reports including your employee benefits report if available to aid in the discussion of potential liabilities the layoff could create for your organization. It’s important to have frequently asked questions and resources handy. Displaced employees should receive a packet of information to help in planning and discussions for themselves and their families. These should include: Cobra and benefits information and costs Benefits end date including health insurance, dental, vision, and flexible spending account Recommended career support and resume writing services Outplacement training and resources if available Employee information change form (for addresses and other contact information) Your Human Resources team is an expert when it comes to softening the blow of getting laid off. Keep legal in the background, absolutely protect your company from litigation, but let HR lead the actual layoffs. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} Employment Laws Related to Layoffs and Closures The  Worker Adjustment and Retraining Notification Act of 1988  (the WARN Act) is a  US labor law  which protects employees, their families, and communities by requiring most employers with 100 or more employees to provide 60 calendar-day advance notification of plant closings and mass  layoffs  of employees, as defined in the Act. This is especially important if you are laying off a large number of employees. Employees are entitled to notice under the WARN Act include managers and supervisors, hourly wage, and salaried workers. The WARN Act requires that notice also is given to employees’ representatives (i.e. a labor union), the local chief elected official (i.e. the mayor), and the state dislocated worker unit. This means you cant simply announce a layoff or close an office without giving the impacted employees. Otherwise, expect to be fined if you are in violation. Your state or city might have other laws, which is why I suggest you talk with an attorney. Work Redistribution and Process Changes Typically, when a layoff is planned strictly by your legal department, companies tend to lean towards a last hired, first fired (laid off) approach. This is to protect your company from claims that an employee was dismissed for discriminatory reasons. There’s a better way to handle this and remain legally protected. .ai-rotate {position: relative;} .ai-rotate-hidden {visibility: hidden;} .ai-rotate-hidden-2 {position: absolute; top: 0; left: 0; width: 100%; height: 100%;} .ai-list-data, .ai-ip-data, .ai-fallback, .ai-list-block {visibility: hidden; position: absolute; width: 50%; height: 1px; z-index: -9999;} You will want to work with your legal team to explore options if you choose to layoff employees in a different manner. For example, you might choose to offer certain employees a retirement package or option. You might also consider laying off employees who are poor or average performers. You, along with your legal team will discuss risk, considerations, and options for whatever type of decision your organization chooses. Outside of the layoff itself, companies also need to consider the  redistribution of the work. What key skills, activities, and responsibilities do specific employees or employee roles have within the organization and who within the organization will be able to take over urgent and important tasks and jobs responsibilities? Are new positions being created as work shifts and/or should job descriptions be updated to reflect these new responsibilities? Layoffs have larger implications than the employees who are being let go. They are also impacting employees through work distribution and process changes which could create a productivity bottleneck if organizations dont think through the implications and the transition time needed to make the restructuring and process change.   This article is part of a two-part series on layoffs and restructuring. Subscribe to our RSS feed to be alerted when the second article is published.

Career Mania 2012 is for YOU! - Work It Daily

Vocation Mania 2012 is for YOU! - Work It Daily At the point when we propelled CAREEREALISM.com three years back, the objective was to put forth a valiant effort to assist Americans with managing the truth, Each Job is Temporary. We began by discovering extraordinary, demonstrated profession specialists and displaying their convenient guidance. At that point, we received the primary week by week, free online course arrangement as a way an approach to give experts a way to collaborate with these specialists and gain from them utilizing the most recent innovation. Presently, I'm glad to report we are offering one more front line open door for the perusers of our site: Career Mania 2012! Our Experts Are Offering You Exclusive Opportunities to Advance Your Career! The seven day stretch of January 23, a significant number of our CAREEREALISM-Approved Career Experts will offer you some opportune counsel as a concise video. Each short instructional exercise will likewise have an uncommon offer implanted in it, allowing you to exploit the exceptional offer they are just making accessible to our perusers. To be certain you gain admittance to Career Mania 2012, I recommend you drop your email in underneath. In the event that you can't see the sign-up region, please email our staff at help@workitdaily.com. Join NOW FOR CAREER MANIA Offers Will Be Limited in Quantity and Time Since these offers are so acceptable, the specialists will be constraining the quantity of individuals who can exploit them. Thus, I urge you to survey their proposals when we send them to you, as the best ones will be gobbled up rapidly! Try not to go through one more year in an impasse, demotivating vocation circumstance. Get the assist you with expecting to make your expert objectives a reality. In the event that you pursue Career Mania 2012, you'll be making a major stride towards getting the correct training for progress! J.T. O'Donnell is the organizer of CAREEREALISM.com and CEO of CareerHMO.com, an online vocation advancement organization. Agent pointing her finger picture from Shutterstock Have you joined our vocation development club?Join Us Today!

4 Ways to Land the Job When Youre Overqualified

4 Ways to Land the Job When You're Overqualified Let's assume you need to take a break from administrative positions and return to accomplishing more involved, inventive work. Or on the other hand possibly you've been laid off and pickings are thin. Maybe you simply need to invest more energy with loved ones and wouldn't fret accepting a decrease in salary. googletag.cmd.push(function() { googletag.display('div-gpt-advertisement 1467144145037-0'); }); Chances are, you don't look directly on paper for the work you used to do. Here are four different ways to go around the issue of being overqualified.1. System Face-to-FaceOnline programs are going to get rid of you: you have such a large number of years experience and your compensation go is likely excessively high. You won't move beyond the underlying separate. In any case, you can at present get your foot in the entryway. Make sense of why you need to roll out this improvement, sharpen it into an extraordinary lift pitch, and hit the meet-and-welcomes. Get before the same number of recruiting chiefs as you can, one-on-one, and present your defense. You'll have substantially more accomplishment with individuals than with online bots.2. Try not to Bury the LeadYou're an extraordinary competitor, yet the employing administrator will be doubtful of your making a stride in reverse (in the direct model at any rate). Why sit tight for them to inquire? Bring the issue directly out away from any detectable hindrance yourself by bringing it up first. That way, you control the discussion and the account and can truly clarify your circumstance and for what reason you'd at present be directly for them to hire.3. Put Your Heart on Your SleeveIf you were to take the entirety of your hard-won administration experience off your resume, there'd be a colossal hole. Yet, you can at present dispose of it! Include its place volunteer understanding and counseling in your field. On the off chance that you don't have any, begin! The vocation improving work will pay off in the long ru n.4. Tell your StoryOnce you get the meeting, you're nearly there. Make it individual. Clarify your one of a kind capabilities, yet remember to sell yourselfâ€"you!â€" as a solid match for the activity. Utilize your narrating abilities to give them what your identity is and why this isn't only the best move for you, yet the best move for their organization.

Why the Staffing Candidate Experience Needs to Be a Group Effort

Why the Staffing Candidate Experience Needs to Be a Group Effort A 2017 CareerBuilder report uncovered 78 percent of occupation searchers accept the applicant experience shows how much an organization esteems its representatives. Be that as it may, for competitors, experiencing the staffing procedure is more muddled. The main individual they converse with isn't somebody at the organization they're thinking about. Their underlying meetings are at an office they'll never work in. At that point they at last meet their potential future director in a totally extraordinary area. On the off chance that there are irregularities as far as they can tell, what data would it be advisable for them to use to settle on their choice about the activity? To give applicants an away from of what it'd resemble to work for a customer's organization, everybody associated with the staffing procedure should be on the same wavelength. You have to realize who can affect the applicant experience and how. Thusly everybody can do their part, and nothing gets lost in an outright flood. Here are three basic partners with regards to the staffing competitor experience: The staffing firm Obviously, your firm isn't a distinct individual. Be that as it may, the aggregate gathering and the association's approaches have a major impact in competitor experience. For instance, if a competitor comes into your office to record their single direction video meeting and they feel raced through the procedure, this can sharp their state of mind so much they choose to drop in light of your customer's position. The most ideal approach to guarantee a reliably marvelous applicant experience is to have clear desires for the whole group. Regardless of which setting up proficient a competitor works with, they ought to have an extraordinary encounter. Obviously, the experience will be distinctive relying upon which of your colleagues is working with the competitor, however the quality level ought to be the equivalent. Find a way to keep up a predictable applicant experience among you and your colleagues. Check in with them and perceive how you can bolster them on the off chance that they get overpowered. Along these lines you do your part to keep up the company's notoriety. By supporting other staffing experts, you can improve #candidateexperience all through your firm. Snap To Tweet Individual staffing experts Staffing experts have the most one-on-one connections with up-and-comers, giving them the most opportunities to persistently improve applicant experience. Despite the fact that your staffing firm has rules and procedures set up, you have adaptability by they way you draw in competitors. Recollect that you are the person who realizes your particular customer best. You think about their organization culture, strategic, values. This gives you the data you have to bring parts of their association into the staffing procedure. Consider ways you can improve the applicant experience by helping competitors see what it'd resemble to work for the organization. Modify the staffing procedure to your customer by: Having customers record presentation recordings demonstrating competitors organization pioneers with a brief look into their character and the organization culture Get worker tributes from your customer and offer them with your applicants Obviously imparting the procedure and how up-and-comers progress from drawing in with you to the organization they're applying It's up to staffing experts to show applicants what it'd resemble to work at the customer's organization. #CandidateExperience Snap To Tweet Customers Regardless of whether you and your colleagues make the ideal competitor experience, your customer can coincidentally destroy it on the off chance that they don't comprehend their part all the while. When the competitor goes to them for the last strides of the recruiting procedure or to begin the activity, if the workplace is radically unique, it harms everybody's notoriety. Get instances of past effective arrangements and current organization workers to all the more likely comprehend the job and culture. Likewise, remind your competitors that a long staffing process harms the up-and-comer experience. On the off chance that they take everlastingly to settle on a choice, applicants may search for work somewhere else. Try not to let your customers think they have no effect on #CandidateExperience Snap To Tweet During the staffing procedure, everybody the applicant draws in with adds to the general up-and-comer experience. In the event that any fundamental partner fails, it will hurt the entire circumstance. Comprehending what everybody's job is and what bases they have to cover will guarantee that applicants appreciate the staffing procedure and end up joyfully utilized with your customer.