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19 March

Benefits to Offering Voluntary Severance

During the tech bubble of 2001 and the recession of 2008, employers faced the need to downsize several rounds in their organizations in order to meet business objectives. The toughest part of a layoff or reduction in force (RIF) is figuring out who goes and who stays. In a first round of layoffs, performance usually is part of the selection process, but as you get further down the list, it becomes tougher to select and voluntary severance programs begin to be appealing to any organization. Voluntary separations have always had multiple advantages over involuntary programs. First, employees who leave voluntarily are less likely to sue their organization over their separation and are more likely to sign a release in exchange for severance and outplacement services, assuming it is offered.

21 February

Outplacement for Workers Gets Upsized by Careerminds


08 February

RIF Notification Counseling before the RIF

I can’t tell you how many times I've heard HR professionals say, “I never expected my employee to react that way when we had to lay them off”, especially knowing that the company was tanking. Didn’t they know the reduction in force (RIF) was coming?

16 January

Employee Severance, Friend or Foe

Employee severance packages have been around for a long time and come in many shapes and sizes. I would say that most all companies provide some form of severance package when an employee is either laid off or retire from their employer. Employee severance packages generally include additional severance pay and outplacement benefits that help the employee transition to their next opportunity.  Employee severance sends a message to the exiting employee that the company cares about them and wants to see the employee land successfully.

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