![]() ![]() the expected date employees will be laid off.whether the layoff is expected to be permanent or temporary, or if an entire plant is to be closed.Department of Labor, the WARN notice must clearly state: If the WARN Act applies to the layoff your organization is conducting, make sure to follow both federal and state laws by including all required information in your layoff memo. Include language required by the WARN Act, if applicable Tesla CEO Elon M usk took a similar tact with his layoff memo last year, getting to the news of the layoff at the start of the second paragraph: “we have made the difficult decision to let go of approximately 9% of our colleagues across the company.”Ģ. We will be making a 15% overall reduction in headcount across the company.” That’s exactly what Buzzfeed CEO Jonah Peretti did in his layoff memo earlier this year, beginning the note with this sentence: “I’m writing with sad news: we are doing layoffs at BuzzFeed next week. Since the purpose of the memo is to let your employees know layoffs are coming, state right at the get-go that, well, layoffs are coming. ![]() The Intelligencer ridiculed the missive as a “hilariously bad memo,” and CNBC used it as an example of a “crappy, insensitive announcement.” Take, for example, the layoff memo from an executive vice president that took 11 paragraphs to get to the news that 12,500 employees were about to be laid off. In fact, such attempts at cheeriness can make a difficult situation worse. However, efforts to sugarcoat bad news will not work in the case of a layoff. You may be tempted to start your layoff memo by talking about positive or lighthearted company news. But to follow best practices, consider including the following elements.ġ. ![]() For example, Viacom sent a layoff memo even when it laid off fewer than 100 employees-or less than one percent of the company.Īside from making sure to follow WARN Act requirements, there are no hard and fast rules to writing a layoff memo. Even if your particular layoff doesn’t require a WARN notice, you may still want to have a layoff memo to keep everyone informed. Some state-level WARN laws cover smaller employers or require more advance notice. The Worker Adjustment and Retraining Notification (WARN) Act requires employers of 100 or more full-time employees to provide written notice 60 days in advance of layoffs that affect more than 50 employees. In other cases, however, a layoff memo can be more efficacious-and in some situations, mandatory. ![]() If your company is small, or only a few people are affected by a layoff, you may not need to write a layoff memo because you can speak with each affected person individually and convey the news to retained employee in small meetings. This makes the memo a very different form of communique from the employee termination letter-sometimes called a layoff letter-which is addressed to an individual employee who is being laid off and usually given during a layoff meeting. In addition, a memo provides the opportunity to thank exiting employees for their service and motivate retained workers toward new company goals.Ī layoff memo is generally addressed to the entire company. A memo can inform all members of the organization of the news at the same time, answering key questions and keeping rumors at bay. What is the best way to let employees know a layoff is coming? For most organizations of size, a layoff memo-also known as a layoff notice-is an important part of the communication. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |