THE EMOTIONAL TRAUMA OF JOB LOSS CREATES RISK FOR YOUR WORKPLACE
PLAN FOR THE WORST, HOPE FOR THE BEST
Savvy employers, human resource practitioners and employee health and safety professionals know the emotional impact of job loss and incorporate it into their planning process. Whether planning a facility closure, downsizing lay-offs, or a termination, disregarding the impact and potential reaction of the affected employee or employees, is short-sighted and compromises the safety and security of the workplace. Plan for the worst and hope for the best. It’s an old adage but like most old adages, it was born from experience and still holds true.
BEST PRACTICES WHEN TERMINATING OR LAYING OFF EMPLOYEES
There are so many do’s and don’ts of recommended courses of action when it comes to laying off and terminating employees that it’s tough to know where to begin. The magnitude of the terminations and lay-offs and whether or not the business will continue operations play a significant role in heightening or reducing the level of associated risk. Each situation is different but in all instances, a compassionate, truthful approach to conveying information will assist in minimizing the risk of rumours and facilitate understanding and acceptance of the situation.
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Employee Terminations: Lessons Learned From Ceridian Canada Stabbings
In April 2014, Ceridian Canada in Toronto exercised its right to terminate employee, Chaung Li. By all accounts, the Human Resource Professionals present during the ...