In an effort to aid HR through the COVID-19 outbreak and lockdowns that have followed, we wanted to share all of the resources we have within our community.
Careerminds, as you know, has been a virtual outplacement company since its inception back in 2008. Since then, we’ve not only been providing services to displaced workers, we’ve also been writing free articles to touch upon every aspect of the employee lifecycle.
Right now, many HR teams are having to deal with situations that they could have never planned for. The switch to a virtual environment, a sudden economic downturn, shutdown orders, and much more have stretched HR thin over the last two months.
Here are some of our most popular resources that cover topics such as furloughs, WARN notices, layoffs (both in-person and virtual), outplacement, and more. We also have included our bundled resources that contain forms, letters, questionnaires, and other physical resources for you to use.
These articles cover the many aspects of holding a furlough. Furloughs, as a simple refresher, are an unpaid leave of absence that is most commonly used for seasonal workers. However, COVID-19 has forced many organizations to suddenly implement them, leaving many workers confused about whether or not they have been laid off or furloughed.
Check out all of our guides here:
- The Complete HR Guide to Furloughs
- Employee Furloughs What You Need to Know
- Layoffs Vs Furloughs: What to Consider
- How Long Can a Company Furlough an Employee?
- 6 Furlough Laws You Need to Follow
- The Difference Between Furloughs, Layoffs, and RIFs
Through these articles, you will be able to gain a better understanding of how furloughs work and how to implement one that your workforce will understand. Remember that we are not lawyers and that you should always discuss reduction events with your legal counsel to ensure that you are following all local, state, and federal laws.
Many of our furlough resources are bundled together in our Reduction Resources eBook, which you can download here:
Salary and Hour Reduction Resources
While furloughs were the most common first step for many organizations dealing with the repercussions of COVID-19, many organizations also implemented or plan to implement reductions in other areas that can control costs.
Typically, this process involves reducing work hours, cutting salaries, and providing alternatives to RIF and layoffs. The following articles can prove useful to those ends. We have also included voluntary reduction resources here instead of in the RIF section because they are generally attempted before a more permanent move is put in place.
Check out our guides here:
- A Sample Salary Reduction Letter to Send to Staff
- Reduced Work Hours: A Sample Letter
- A Sample “No Salary Increase” Letter
- How to Write a Bonus Cancellation Letter
- Phased Retirement: A Quick Guide
- How to Decide Between a Voluntary Layoff and a Traditional Layoff
- Voluntary Layoffs: Everything You Need to Know
- How to Write a Voluntary Layoff Letter
- Voluntary Termination: A Brief Guide
- Alternatives to Layoffs: Three Popular Methods
Physical resources can also be found - alongside the furlough resources - inside our reduction bundle. Again, you can download that complete guide here:
Traditional Layoffs and RIF Guides
Even with the best cost savings strategies, companies may still have to hold traditional reduction events like layoffs or RIFs. In today’s uncertain world, these activities are made all the harder. Suddenly, many HR leaders have found themselves having to reduce staff while also working remotely.
The guides that follow cover both in-person and virtual layoffs. We have also included RIF resources as well, including what the difference is between a layoff and a RIF. Right now, one of the most common questions we hear from workers is that they have been ‘laid off’ when they have, in fact, been furloughed or involved in a RIF.
Communicating clearly with impacted staff members is very important at all times, but the current situation makes it even direr.
Besides tactical layoff resources, you will also find content about the WARN Act, and the OWBPA. Both of these laws require a deep knowledge of local, state, and federal legislation. Please make sure to consult your legal team during reduction events. We can’t say this enough. No one wants a lawsuit on their hands even in the best of times.
Check out our guides here:
- How to Layoff Employees: The Complete Guide
- Layoff and Recall Policy
- After a Layoff, What Comes Next?
- What to Say to an Employee After a Layoff
- RIF Notice: What to Include
- RIFs: The Ultimate Guide to Reductions in Force
- When and How Does the WARN Act Apply to Your Organization?
- WARN Letter Samples
- Why Understand the OWBPA Is More Important Than Ever
- What NOT to do in Severance Agreements for Employees Over 40
- Severance Agreement 7-Day Revocation Period: Explained
- How to Hold a Remote RIF or Layoff
- RIF Vs Layoff: Know the Difference
You can also download a ton of various forms, letters, and guides inside our layoff resource bundle. Check that out here:
During any reduction event, during any economic period, it’s important to remember that you should provide support to displaced workers to the best of your ability. How organizations handle layoffs and RIFs will be remembered by the surviving staff, those that are let go, and the general public, making it vital for organizations to perform them at a high level.
Outplacement is one of the best services you can provide to your staff to ensure that they land on their feet in the future. Not only does it directly help those let go, but it also shows your surviving staff members that they, too, will be taken care of if they should be let go in the future.
Outplacement, combined with a strong severance package, is a great way to protect your employer brand and retain your reputation during trying times.
At Careerminds, we’ve specialized in virtual outplacement for over a decade, providing a high level of support to both displaced workers and the organizations that have had to let them go. The best services provide one-on-one, dedicated coaching, networking opportunities, and provide support until a person lands a new role (no term limits that can leave workers to go it alone).
These guides will help you understand what to look for in an outplacement provider, how outplacement can help your organization make tough business decisions, and much more.
Check out all of the guides here:
- Outplacement: The Complete Guide
- Outplacement Services (A Buyer’s Guide)
- How to Choose and Outplacement Package
- 5 Ways to Evaluate Your Current Outplacement Provider
- Outplacement Coaching: What You Should Expect
- 5 Things All Outplacement Services Should Provide
- Why Is Outplacement Important?
- 4 Reasons Why You Should Use Remote Outplacement
- COVID-19: Future-Proof Your Organization With Outplacement
We also have a great outplacement eBook that you can download for free here:
If you want more information about Careerminds outplacement, you can check out our pricing sheet here, request a demo here, and a case study here.
Our COVID-19 Webinar Series
Since the outbreak of COVID-19, we have held a weekly webinar that specifically dives into employment issues that many organizations are currently grappling with.
You can check out all of our recent webinars for free here.
Some of the topics that we have covered thus far are:
- Managing Costs With Alternatives to Layoffs
- Best Practices for Implementing a Furlough
- Best Practices for Holding a Virtual Layoff
- Growth Leadership in Times of Crisis
- A Deep Dive Into Employment Issues Resulting from COVID-19
- How to Prepare for the Return to Work
The Wrap Up
The guides featured in this blog will help you understand many different aspects of the RIF process no matter what stage your organization might be in.
RIFs, both voluntary and involuntary, are always a tough process for everyone involved. However, by using common best practices, organizations can make tough decisions while also helping their staff members.
Right now, many organizations are trying everything in their power to retain employees through temporary furloughs, salary reductions, and layoff alternatives. However, it’s important that they also be prepared to hold permanent reductions just in case.
We will continue to provide guides for free to aid HR leaders during these times. If you are considering outplacement services and want to understand more about how the service can protect your brand, reduce survivor sickness, and - most importantly - help your displaced workers land on their feet, drop us a message here.