Hi I need some update on the layoff procedure, the ways by which it can be carried out effectively. regards, veena
From India, Bangalore
11From India, Bangalore
Dear Veena,
The purpose of this procedure is to provide the plan of implementation in the event of a workforce reduction. As far as possible layoffs should not be there, way should be found to eliminate layoffs like transfers, reduce overtimes etc. The purpose of a layoff procedure is to provide an implementation plan that ensures that a layoff is administered without prejudice, that it is equitable to employees and that disruption to employees and the business function of the Department is minimized.
REASONS FOR A LAYOFF
(1) Lack of funds
(2) Lack of Work
(3) Organization Change
The Layoff decision will be done by the top management. According the announcement would be done to the employees or discussions would be made to with the Trade Union. Every employee will be called and given a notice period approx 15 days.
When a person loses a job, he or she already feels a sense of embarrassment, therefore never fire or layoff a worker in front of others. If you can't do it by yourself, at least limit the number of people involved in the procedure. Choose a private office or meeting room for the interview. Security experts recommend the area be near an exit and the room be free of materials that could be used as weapons. Allow the employee to sit near the exit and give that person "space."
Exit interviews are crucial. Be clear on why the worker is losing his or her position. Don't quibble. Be straight and honest when giving the reasons for the departure. Stick to the facts and don't back down.
Before approaching the individual, inform company security of possible hostility problems that may arise during the interview. Schedule the meeting at the beginning or end of the day or shift.
If the employee must return to the workplace, a supervisor should accompany him or her. If possible, a company representative and security agent should also be present in an unobtrusive way.
Sever all e-mail, server connections, Internet and Intranet access from the outgoing employee before the employee's interview. Also, inform the employee that any return to the office or company property is strictly forbidden. If it is necessary to contact the company, it must be in writing and addressed to Human Resources.
Before meeting with the employee, have all the appropriate paperwork regarding the separation in order. Explain the benefit package that is afforded the outgoing employee such as health coverage, severance pay and other services that may be offered.
This is also the time to have the employee sign privacy, confidentiality and non-compete agreements. It is also recommended that the employee sign a "Release of Liability" agreement to cover any special negotiated or extended benefits that have been offered beyond the usual package.
Be sure to collect all company keys, identification badges, cards or name tags. The same goes for access card keys, corporate manuals and telephone voice mail access codes.
Other company assets that need to be recovered include all company documents, laptop and desktop computers, hand-held computers, scanners, printers and disc duplicators. Remember information sources that are loaded on CDs, discs, and tapes.
Lastly, recover cell phones, company gas cards, telephone cards, discount cards and company travel credit cards.
Remember that if you sense hostility before, during or after the meeting, contact security and have the employee escorted out of the building. Alert the reception area of what has gone on so they can be aware of any problems that could arise from the recent termination.
Once this is done, as per the company policy work on the full and final settlement giving all the separation benefits.
I am also attaching a good article on layoffs and its procedures.
Hope this would be helpful !!!
Best Regards,
Tina
From India, Mumbai
The purpose of this procedure is to provide the plan of implementation in the event of a workforce reduction. As far as possible layoffs should not be there, way should be found to eliminate layoffs like transfers, reduce overtimes etc. The purpose of a layoff procedure is to provide an implementation plan that ensures that a layoff is administered without prejudice, that it is equitable to employees and that disruption to employees and the business function of the Department is minimized.
REASONS FOR A LAYOFF
(1) Lack of funds
(2) Lack of Work
(3) Organization Change
The Layoff decision will be done by the top management. According the announcement would be done to the employees or discussions would be made to with the Trade Union. Every employee will be called and given a notice period approx 15 days.
When a person loses a job, he or she already feels a sense of embarrassment, therefore never fire or layoff a worker in front of others. If you can't do it by yourself, at least limit the number of people involved in the procedure. Choose a private office or meeting room for the interview. Security experts recommend the area be near an exit and the room be free of materials that could be used as weapons. Allow the employee to sit near the exit and give that person "space."
Exit interviews are crucial. Be clear on why the worker is losing his or her position. Don't quibble. Be straight and honest when giving the reasons for the departure. Stick to the facts and don't back down.
Before approaching the individual, inform company security of possible hostility problems that may arise during the interview. Schedule the meeting at the beginning or end of the day or shift.
If the employee must return to the workplace, a supervisor should accompany him or her. If possible, a company representative and security agent should also be present in an unobtrusive way.
Sever all e-mail, server connections, Internet and Intranet access from the outgoing employee before the employee's interview. Also, inform the employee that any return to the office or company property is strictly forbidden. If it is necessary to contact the company, it must be in writing and addressed to Human Resources.
Before meeting with the employee, have all the appropriate paperwork regarding the separation in order. Explain the benefit package that is afforded the outgoing employee such as health coverage, severance pay and other services that may be offered.
This is also the time to have the employee sign privacy, confidentiality and non-compete agreements. It is also recommended that the employee sign a "Release of Liability" agreement to cover any special negotiated or extended benefits that have been offered beyond the usual package.
Be sure to collect all company keys, identification badges, cards or name tags. The same goes for access card keys, corporate manuals and telephone voice mail access codes.
Other company assets that need to be recovered include all company documents, laptop and desktop computers, hand-held computers, scanners, printers and disc duplicators. Remember information sources that are loaded on CDs, discs, and tapes.
Lastly, recover cell phones, company gas cards, telephone cards, discount cards and company travel credit cards.
Remember that if you sense hostility before, during or after the meeting, contact security and have the employee escorted out of the building. Alert the reception area of what has gone on so they can be aware of any problems that could arise from the recent termination.
Once this is done, as per the company policy work on the full and final settlement giving all the separation benefits.
I am also attaching a good article on layoffs and its procedures.
Hope this would be helpful !!!
Best Regards,
Tina
From India, Mumbai
Hi Tina,
Thanks, its definetly helped me to understand. I have few more queries and hope to have answers for them ASAP.
a) Is it mandatory for the company to settle the accounts per the appointment letter r the company can negotiate the same.
b) Can a company give 15 days paid notice to the employees who would be laid off? Since the company would also have a business loss.
c) If the company gives them work in any other running project can the company ask them to get into aggreement as Company spends lots of time n effort .
d) Can the company do this " they give them some percentage of salary till the new projects are made avaialble.
pl. help me with these.
regards,
veena
From India, Bangalore
Thanks, its definetly helped me to understand. I have few more queries and hope to have answers for them ASAP.
a) Is it mandatory for the company to settle the accounts per the appointment letter r the company can negotiate the same.
b) Can a company give 15 days paid notice to the employees who would be laid off? Since the company would also have a business loss.
c) If the company gives them work in any other running project can the company ask them to get into aggreement as Company spends lots of time n effort .
d) Can the company do this " they give them some percentage of salary till the new projects are made avaialble.
pl. help me with these.
regards,
veena
From India, Bangalore
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