In preparation for a layoff, it is just as important to have a plan in place for communicating with those employees who will remain as it is for those who will be directly affected by job losses. Implementing a plan focused on helping remaining employees navigate the emotions and practical workplace implications of a layoff can help an employer position itself and its employees for long-term success.
Use this flowchart to determine whether a term or condition of employment must be bargained over with a union under the National Labor Relations Act (NLRA).