Process of Laying Off

Layoffs can improve a company’s processes and morale if leaders refuse to play the numbers game. 

Understanding Layoffs

Rather than dictating to managers the number of positions they must eliminate, leaders should determine where people are not fully utilized.  When going through the lay off process, leaders should consider the emotional needs of three core constituencies; management, employees who are terminated, and employees who stay.  Without a clear understanding of why the company has to cut back and how the company can be more efficient afterward, managers cannot convincingly justify their actions to both laid-off employees and remaining employees.

When possible, the company should attempt to help terminated employees find other jobs, either by providing references or by proactively contacting other companies.

Laid-off Employee Benefits Status

Going through a lay off process is never easy; however, your employer must go over the status of your benefits, which may include:

• Severance pay
• Accrued vacation and sick pay
• Pension benefits
• Eligibility for unemployment insurance
• If you have stock, ask what will happen to unvested options
• Request information on continuance of health and life insurance benefits

Refocus your energy and use this short period of time as an opportunity to reassess your career goals and get back on track to finding a new position.  Many job seekers have turned a layoff into a positive experience.

Layoff Lawyer Assistance

Whether employees are laid off or fired, they may be able to negotiate a severance pay package, including compensation and continuation of certain employment benefits.  You should speak with an experienced attorney who can ensure your legal interests are protected.