Johnny C. Taylor Jr. is working on your HR questions as part of the USA Today series. Taylor is the world’s largest HR professional society and the president and CEO of the Human Resources Management Association, author of “Reset: A Guide to Leaders to Work in an Era of Trending Times.”
Do you have a question? Please send it here.
question: My manufacturing plant was temporarily neglected for three days in response to recent government policy changes. We are back for now, but I am worried about the long-term outlook. What can you do to prepare for a potential layoff? – Jasmine
Answer: You are not alone – many experts feel uncertain about job stability in today’s climate, especially with the news of widespread layoffs and economic uncertainty. You can’t control the decisions your company may make, but you can now take meaningful steps to prepare yourself professionally and financially. Being proactive is one of the best ways to keep your mind at ease and position yourself well no matter what happens. There are several steps you can take to prepare for a potential layoff.
I’ll try to save as much as I can. Tighten your budget and start putting aside any extra savings. If you are not commuting, some costs may drop naturally, but costs such as ongoing health insurance can be costly. Look where you can trim your spending right now (take lunch, skip takeout, cut back on non-essential subscriptions) and redirect that money to your emergency funds.
◾Update your resume and LinkedIn profile. Keep your curriculum vito up to date and ready. Focusing on quantifiable outcomes, we use powerful action words to explain contributions. If you can help your team or company save money, increase efficiency, or improve your processes, highlight those victories. Also, use our free online resources to update your resume and brush up your interview skills.
◾Activate the network and begin the discovery. Don’t wait for the layoffs to start networking or look into other opportunities. Start casual conversations, explore openings, and start attracting professional networks. Get in touch with friends, former colleagues, industry contacts, as well as your community or volunteer organization. In many cases, opportunities arise from connections. Volunteers are also a great way to grow your network and build skills.
◾Understand your health insurance options. If you are fired, Cobra may allow you to continue your health benefits for up to 18 months, but be prepared to cover all costs and 2% management fees. Understanding this now will help you prepare financially.
◾Be prepared to negotiate your retirement. If a layoff occurs, please contact us about your retirement package. Although some companies offer standard retirements, depending on your role and tenure, you may be able to negotiate additional benefits such as extended wages, health insurance, and abolition support.
◾Be familiar with unemployment benefits. As each state has its own requirements for unemployment, it is wise to be familiar with the guidelines. Knowing what to expect can make the process easier if you need to apply.
◾Take care of your mental health. The stress of potential unemployment can be at the expense of. If you feel overwhelmed, consider reaching out to a mental health professional or using the company’s Employee Assistance Program (EAP). Maintaining mentally is just as important as maintaining professional health.
Preparing for the unknown is by no means easy, but following these steps will help you navigate the changes with a clearer and more confident look. Whatever comes next, you’re ready to move forward intentionally.
I received a termination notification that once didn’t include a reason. After that, I asked for a reason, but it took me over a week to finally get it. Can the company fire me without providing a reason? – Allen
Yes, in many cases, employers can terminate an employee without providing a reason. Especially in states that follow the “will” employment law. Under willful doctrine, either the employer or the employee may terminate the employment relationship at any time with or for reasons, if it is not illegal (such as discrimination or retaliation).
In many states, it may be legally permitted to terminate without giving a reason, but that is not always considered best practice. Some states require employers to provide written explanations about their dismissal when requested by employees. We recommend checking your state’s labor laws to a full understanding of your rights.
Even states that are not legally necessary can benefit employers and employees by providing clear reasons when termination. that:
Employees understand what led to their decisions.
rysed reduces speculation or assumptions of unfair treatment.
Hod supports the employer’s position in cases of unemployment claims or legal challenges.
From an employee’s perspective, seeking written explanations — as you did — is completely reasonable. If employers respond slowly or ambiguous in their reasoning, it may be a sign that their decisions were not well documented or were not fully in line with the company’s policies.
Just as all organizations have the right to make job decisions that are optimal for their career paths and livelihoods, they are within the right to make workforce decisions to ensure that all organizations have the right people to fulfill their mission. However, it is important how employers implement these decisions. Both current and future employees are paying attention to how businesses treat their workers. Furthermore, if an employer expects dignity and respect from the worker, they must also be willing to go back and forth if they fire an employee. Red carpet in, red carpet out, I often say.
While unwilling endings are difficult for all involved, transparency and fairness go a long way in ensuring that the process is treated respectfully and professionally.
The opinions and opinions expressed in this column are the authors and do not necessarily reflect the opinions of USA Today.