File 25: In today’s file, the team wraps up a 2-part discussion on the job market. In this episode, they’ll focus on “lay-ups”. These are the positive ways an organization can assist exiting employees to land on their feet, after a separation. At the same time, this segment will also help area employers to take advantage of the availability of new candidates becoming available, especially if a large layoff has occurred.
Click here to listen File 24, Layoffs and Lay-Ups (Part 1).
In File 11 (Breaking Up Is Hard to Do), the team discussed the topic of separating with dignity. This might also be a good reference point.
There Are Steps that Can Be Taken to Assist Exiting Employees
Molley begins by commenting about how once the severance package and other formalities have been handled, there are still additional steps an employer can take to assist exiting employees. This comes back to a them discussed in File 11 about separating with dignity.
If the organization knows the separation is going to happen, are there job-placement resources in the community that could assist with re-hiring? Do managers personally know if local businesses that could use good employees? Contact them and invite them to connect with your impacted employees. These types of extra steps can help to ease the transition. Remember, when one door closes, another one eventually opens.
In the previous file, File 24, Jamie presented some of the legal requirements a company has, based on the WARN Act, when a layoff is coming. Again, none of the hosts are attorneys, but the information can serve as a guideline for a conversation with your business/corporate attorney.
Jamie points out that by helping former employees to land on their feet, there are indirect and direct benefits to the organization, such as lower claims and the avoidance of potential litigation expenses. Not to mention the damage to the company’s reputation as a community/regional employer.
Jason discusses a number of actions he’s seen his clients take in these types of situations. He groups them as passive and active steps. An example of a passive action could include writing letters of recommendation for employees. An active action might be contacting local and regional workforce teams and the unemployment office resources.
Additionally, if you become aware of a layoff in the area, get your marketing team working on a plan t
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