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Hi my name is Pat Goodwin with Pat Goodwin associates today we're going to talk about how to manage separation outplacement and downsizing this is very critical to the value of the employee when these tough decisions are being made one of the key points that I've told the companies that I've worked with over the years in this particular unfortunate situation is the way the employee is delivering the message and the way that they're exited from the building are two very important facts that can cut down on the liability so in managing separation outplacement and downsizing it has to be handled very very confidentially I would suggest if you've not done it before that you would bring in an expert a consultant who has actually worked with a company in forming the message also working with the legal team in order to develop the message and form the message make sure that if there is a number the number of employees that you have to let the text of the workers compensation Center in your city know then you would announce it ahead of time that there will be a pending layoff that you get the message out to the employees that we are going to be facing a layoff due to low numbers for the quarter what is the proper message that you want to convey if you are in a position that you don't want anyone to know anything until the day of the event then that particular event needs to be organized very very very detailed I would make sure that you have the appropriate managers trained that they would actually go through the training with an outplacement consultant in order for them to practice and know what it is that they will be saying they need to keep this information highly confidential I'm aware of a couple of situations where individuals told spouses in the evening about the layoff they then picked up the phone and called other individuals and by the next morning everyone knew about it it was very embarrassing so they have to trust that the person that they talk up to will not share that information they need to arrive early on-site HR needs to have their documentation ready their folders ready and the outplacement program talked about during the separation are during the an announcement that this person will be leaving or these people will be leaving the organization it is very important to have outplacement consultants on site that you can actually have the meeting with the individual to let them know that this is their last day or the end of the week is their last day two weeks is their last day and then move them into the outplacement consultant so they can begin to move forward and have an idea of how this outplacement organization is going to help them by getting their resume together helping them with an office to come to