While layoffs may seem like the obvious answer to reduce headcount, many companies are considering creative alternatives like voluntary buyout programs.

When companies say goodbye to their most valuable assets—people—they’re losing more than just headcount; they’re parting ways with everything that person brought to the organization. Show you care, even during difficult times

The New Jersey WARN Act mandates that employers provide advance notice and other protections to employees in certain termination situations. Employers who fail to comply may face steep penalties, including an additional four weeks of severance pay.

In August 2024, a federal district court in Texas ruled that the Federal Trade Commission (FTC) cannot ban employers from requiring workers to sign non-compete agreements. State-level non-compete laws remain unaffected by the recent ruling.

Several states, including New York, have implemented laws commonly called mini WARN Acts, which provide greater protection than the federal WARN Act. 

A Separation Notice informs the Department of Labor whether the employee qualifies for unemployment benefits. In Georgia, employers are required to provide this form to all employees who leave the organization.

Are you a Georgia employer facing plant closures or mass layoffs? Ensure you’re compliant with the WARN Act. Learn about the WARN Act in Georgia, including its applicability and employer requirements.

Layoffs save money in the long run, but it’s important to understand the hidden costs associated with laying off employees. 

New years bring new headlines, and chances are you’ve seen some warning of layoffs in 2024. It’s time companies prioritize offboarding with the same forethought they give to onboarding.

Here’s what a camel taught our CEO about offboarding employees. Hint: Separation technology can be your oasis in the separation desert.

Anyone in HR knows that layoffs can lead to chaos. However, with the right technology in place, severance can be simplified.

Talk of labor unions has gained increased media attention in recent years. From Amazon to Starbucks and from Barnes & Noble to Uber, headlines have focused on a call to organize. Even so, a recent episode of NPR’s Planet Money determined that this supposed “boom” might not be as explosive as previously reported.

Many companies invest in recruiting and maintaining employee morale, but there’s another important element that impacts both your ability to hire and retain employees — the exit experience.

Let’s be real: reductions in force (RIFs) are unpleasant. When a RIF is necessary, it’s best to make sure your offboarding process is handled as smoothly as possible.

Workforce reductions can quickly become one of those “wake me up when this is over” things, but they don’t have to be as agonizing as they sound.

Though terminations are hardly elegant, they can be handled thoughtfully and graciously.

Most often we discuss risk related to wrongful terminations or severance mispayments. But what about the risk of a data breach?

Most employers tend to give their B-E-S-T when it comes to onboarding, but offboarding is rarely approached with the same enthusiasm.