Use this flowchart to properly choose the appropriate employees to be included in a reduction in force, and to navigate through the requirements of the Worker Adjustment and Retraining Notification (WARN) Act without creating further exposure for the employer.
A severance or termination agreement is a very effective tool for an employer to use to make a mostly clean break with outgoing employees. However, there are important restrictions on the type of consideration employers can ask for as part of severance or termination agreements. This How to will help employers walk through the process of negotiating and drafting such an agreement and can be useful in protecting the company and ensuring the agreement is enforceable in a court of law.
As mandated by the Department of Labor and Industrial Relations, Workforce Development Division, Hawaii employers must post the Hawaii Required Notice to Dislocated Workers/Plant Closings Poster.
As mandated by the Nevada Department of Employment, Training and Rehabilitation, a Nevada employer must provide a separated employee the Nevada Information for the Unemployed Worker Notice.
As mandated by Wisconsin's Department of Workforce Development, Equal Rights Division, Wisconsin employers with 50 or more employees must post the Wisconsin Employee Rights Under Wisconsin's Business Closing/Mass Layoff Law Poster.
This checklist may be used to assist employers in the effective implementation and management of probationary periods to ensure the best possible talent management results for the organization.