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 critical to the value of the employee when tough decisions are being made. One key point that I've emphasized to the companies I've worked with is the importance of how the message is delivered to the employee and how they are exited from the building. These two factors can significantly reduce liability. In managing separation, outplacement, and downsizing, it must be handled with utmost confidentiality. If you haven't done it before, I suggest bringing in an expert consultant who has experience in delivering and formulating the message, as well as working with the legal team. Additionally, if there is a significant number of employees to be laid off, it's important to inform the Workers Compensation Center in advance. This announcement should be made ahead of time to ensure employees are aware of the impending layoff due to low numbers for the quarter. When it comes to conveying the proper message, if you want to keep the event confidential until the day it happens, meticulous organization is crucial. It is important to have trained managers who have gone through outplacement consultant training to practice and know what to say. They need to keep this information highly confidential. I've witnessed situations where individuals told their spouses in the evening, who then shared the news with others, leading to embarrassment the next morning. Trust in the person they confide in to not share the information is essential. HR needs to be prepared, arrive early on-site, and have all the necessary documentation and folders ready. During the separation announcement, it is crucial to mention the outplacement program and have consultants on-site to meet with the individual being let go. This allows them...
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Do i need an Employment Separation Certificate Form: What You Should Know
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