If you are considering a layoff or a RIF, using a severance agreement can be a good way to: 1) Offer employees a benefit they would not have received if they left your company voluntarily, and 2) Mitigate risk of a future employee complaint by requesting the employee sign an agreement. Here’s what to include in your employee severance agreements.

In this episode of the Corona Chronicles, a daily nonprofit talk show from the American Nonprofit Academy, we talk about how to conduct respectful furloughs/layoffs, safely returning employees to the office, setting up compliant work-from-home programs, and more. Watch the video here.

While many organizations are bringing employees back to work, many are still facing furloughs, layoffs, and reductions-in-force. Although it’s not always possible to avoid cutting jobs, it’s important to first take a look at other cost cutting measures. In addition to looking at job sharing and other creative workforce planning strategies, here are 5 ways you might be able to cut costs without cutting jobs.

With many employers planning to return employees to the office, it’s important to set up an onboarding and communication strategy to ensure a smooth employee transition back to the office. Here are my recommended best practices for returning furloughed employees to work.

In this video I talk about 3 Key Leadership Strategies you must use to make sure you are laying employees off in a respectful way. This video includes tips for communication and decision-making strategies as well as what to include in your Employee Layoff Packet.