Conducting a layoff can be a difficult process, and the need for such a dramatic move often arises when a business is already facing multiple challenges. Smart HR can manage your reduction in force from start to finish, ensuring the entire process is carried out efficiently and respectfully while remaining fully compliant with all regulations.
Careful planning and execution are essential for a reduction in force, and this includes weighing the risk and liability of such a move as well as how it will impact the workload and motivation of your remaining workforce.
We can offer support and guidance to your organization no matter which stage of a reduction in force you are currently in, whether you are just starting to consider downsizing or it is time to issue employee layoffs or furloughs.
Ways To Help Reductions In Force
Here is a look at how we can help with your reduction in force.
- Developing your downsizing plan, including determining the ideal timing and the best way to select the roles and locations that will be affected
- Identifying selection criteria, such as division, seniority, performance and job knowledge
- Creating and rolling out any voluntary separation or early retirement plans your company is offering
- Reviewing the roles that will be eliminated as well as the individuals holding these positions to ensure there will not be a negative impact on any protected classes
- Preparing Worker Adjustment and Retraining Notification (WARN) Act notices and ensuring full compliance
- Reviewing the implications of the reduction in force in terms of unions and collective bargaining agreements
- Producing, distributing and collecting the paperwork needed for the employees who are affected by the reduction in force. This may include benefits and COBRA information, outplacement services and resources, contact information for various other resources they may need, and their exit terms and packages.
- Managing termination meetings and coordinating those that need to take place concurrently across several locations
- Developing scripts and talking points for employee notification meetings
- Creating communications about the reduction in force that will be sent to employees who are being retained
- Coordinating security services during and after employee termination meetings
- Documenting the outcomes of employee termination meetings and the questions asked by impacted employees
- Launching a post-reduction-in-force call center to address employee concerns and questions and assist with outplacement
- Tracking and following up on separation agreements
- Ensuring proper documentation and procedures to protect against employment litigation
- Training for management staff on what they should and should not do during the reduction in force process
Reach Out To Smart HR
Determining the need for a reduction in force can be a difficult decision, but it is sometimes the best way to keep a business running in a positive manner, whether it is due to changing priorities, budget-related constraints, or other business conditions. If you have determined that your organization must move forward with a reduction in force or you are seeking an outside opinion on the best way forward, Smart HR can help you plan and execute a careful and compliant approach. Get in touch today to learn more about our human resources services.
