Study: Layoffs tough on those who conduct them, too
Everyone knows a layoff is hard on workers who are let go. What’s been overlooked, however, is the toll it takes on the people who conduct the layoff — such as HR managers.
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Learn MoreEveryone knows a layoff is hard on workers who are let go. What’s been overlooked, however, is the toll it takes on the people who conduct the layoff — such as HR managers.
How employers respond to an Equal Employment Opportunity Commission complaint often spells the difference between a speedy, successful defense and a nightmare investigation. A disgruntled employee goes to the EEOC and files charges of bias. Here’s how to respond: Tell the whole story. Because an EEOC charge often contains just one or two paragraphs, companies…
The trend of jobs moving out of the cities is expected to continue, in the near future and when the economy rebounds. That’s not new, but there are some new reasons for the trend.
Now that employers are required to pick up the bulk of COBRA costs for employees who are separated involuntarily, many HR managers have asked how “voluntary” and “involuntary” are defined. The Internal Revenue Service has answered.
The U.S. Department of Labor has set up a Web page to help employers and employees figure out whether they’re eligible for money flowing from the Recovery Act and how to access the money.
Imagine this: A company tells some of its former employees, “We put too much in your severance check. Please give the extra amount back.”
It’s possible to terminate employees while they’re on medical leave — but extreme caution is needed. Here’s how one company did it and avoided legal trouble:
There are right ways and wrong ways to preside over a layoff. The right ways can get everyone through it with as little pain as possible. The wrong ways can get you sued.
When valuable employees quit, companies may not feel so good about losing top performers. One solution that was attempted recently: Have them thrown in jail.
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