Surviving a Layoff

The Downsized Staff — Sat, 11 Apr 2009 00:12:17 +0000

So you just got downsized. Depending on who you talk to, it was going to happen to 4-12% of us in this economy. That’s quite a few people. Here’s what it’s doing and what you’ll need to know as you approach finding a new job.

#1 -Register with your state for unemployment benefits as soon as possible.

It may sound like a no-brainer, but with the numbers of people who are seeking benefits today there is likely to be a backlog on the processing end. The good news is that many states have these resources and forms available online. Get in and get what you paid in to the system. The only thing that we at the downsized would have wished for was that the entire benefit could have been paid out at once.

#2 – Know what the recent stimulus package has done for you.

Great articles have been published that give a breakdown of what is and is not coming as a part of President Obama’s stimulus package. See Yahoo’s Article as an example. Misconceptions about the stimulus:

Misconception #1: Most people will get their stimulus money as a check this year
Misconception #2: The adjustment to withholding will have to be paid back when you file your tax return next year.
Misconception #5: You need to apply through the government to get the COBRA health-care subsidy.
Misconception #6: You can receive the COBRA subsidy the entire time you’re covered by COBRA.
And many others. Read the balance of the article at yahoo.com

#3 – Give your resume a good look

If you saw this coming or not, your resume could use a good polish. Take a few hours and think about what you’ve done in the last few years and make sure that those things are clearly, let me say that again, clearly called out on your resume.

Consider using a service to place yourself competitively in your chosen market. Using a service like Monster’s Resume Writing Service allows you access to experts who can guide you through the process and perhaps insight in to what’s happening on the business side of the job posting site.

Once you’ve written it get it out there so that employers can find you. Never doubt the efforts of a headhunter or corporate recruiter, the more people they place the more they make, and these times have been rough on them too.

#4 – Give serious thought to the job openings that you find – Cover Letters Could be Your Key

With more people out of work and actively seeking employment and fewer jobs available competition has increased for the limited number of positions. Find a way to stand out from the pack and give that hiring manager or recruiter a reason to call you. You need to shine.

A guide to a “Reduction in Force” action in Corporate America

The Downsized Staff — Mon, 16 Mar 2009 17:38:04 +0000

Corporate speak for a layoff is a Reduction in Force action (RIF). We just call it a layoff. In December of 2008, the Society of Human Resource Management received word from participating organizations that roughly 60% were considering layoffs in 2009.

For employees at risk of being laid off or downsized in this economy:

It’s important to know whether or not your employment is categorized as “at-will”. If so, your employer likely has the right to terminate your position or eliminate you to protect their financial position during a down economy.
Look at what options are being offered. (e.g. COBRA Health insurance benefits, a buyout of your position, state unemployment benefits, your own supplemental unemployment benefits)
Note that a layoff cannot be cover for an employer firing you. This falls under wrongful termination. If you feel as though this is the case you should seek legal advice.
Take a look at the WARN Act, which is a US labor law or an equivalent state law which covers the following.

Enacted in 1989 the WARN Act was written to protect employees from the effects of mass layoffs. By extension this act also protected communities which derived a bulk of their local economy from a single industry or a few large local employers. At the heart of the act, employers with 100 or more employees in the event of mass layoffs a sixty day notice is required. During that time, even if furloughed or asked not to come in to work, the employer must continue to pay benefits and wages for the entire period. Though this does not apply to workers who find a new job within that period. The entire act is obviously longer and provides specific conditions under which you may or may not be covered. For more information visit Wikipedia which has extensive coverage of this item.

Potential Problem areas for those doing the downsizing:

If instituting a furlough program, salaried exempt employees can be forced to use accrued vacation time but cannot be paid for less than a full work week if they work any time in a work week.
If there is a collective bargaining agreement in place, it will need to be consulted to ensure that any changes are in compliance with it.

Sources: