Johnny C. Taylor Jr. addresses your human resources inquiries as part of a series for USA TODAY. Taylor serves as the president and CEO of the Society for Human Resource Management, the world’s biggest HR professional organization, and is the author of “Reset: A Leader’s Guide to Work in an Age of Upheaval.”
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Question: My production facility was temporarily closed for three days due to recent changes in government policies. We have resumed operations at the moment, but I am worried about the future. What steps can I take to get ready for a possible reduction in staff? – Jasmyn
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Answer: You’re not alone — many professionals experience doubt regarding job security in the current environment, particularly with reports of large-scale layoffs and economic instability. Although you can’t influence your company’s decisions, you can take effective actions now to strengthen your professional and financial standing. Taking initiative is one of the most effective ways to maintain your sense of security and ensure you’re ready for any situation. Here are a few steps you can take to get ready for a possible job loss:
◾Start saving wherever possible. Begin by adjusting your budget and setting aside additional funds. Although some costs may decrease if you’re not commuting, others, like maintaining health insurance, can still be expensive. Identify areas where you can reduce expenses right now (such as bringing your own lunch, avoiding takeout, and eliminating unnecessary subscriptions) and channel that money into an emergency fund.
◾Revise your resume and LinkedIn page.Maintain an up-to-date and prepared Curriculum Vitae. Concentrate on measurable achievements and employ powerful action verbs to outline your contributions. If you have assisted your team or company in saving funds, boosting efficiency, or enhancing procedures, emphasize these successes. Additionally, utilize free online tools to update your resume and enhance your interview abilities.
◾Turn on your network and start searching.Don’t hold off on building your network or considering new possibilities until you’re laid off. Begin by having informal discussions, checking out job openings, and staying connected with your professional contacts. Connect with friends, past coworkers, industry professionals, and even local community or volunteer groups; chances often arise through these relationships. Volunteering can also be an excellent method to expand your network and develop new skills.
◾Know your health insurance choices.If you lose your job, COBRA could enable you to maintain your health coverage for as long as 18 months, though you’ll need to pay the entire premium along with a 2% administrative charge. Gaining this knowledge early can assist you in planning your finances.
◾Prepare to discuss a termination package.If a reduction in workforce happens, ask about a termination package. Certain organizations provide a typical severance, but based on your position and length of service, you might be able to negotiate extra perks, like continued salary, medical insurance, or assistance with finding new employment.
◾Get acquainted with unemployment benefits.Each state has different rules regarding unemployment benefits, making it important to understand the specific regulations. Being aware of these can make the application process smoother if you need to file.
◾Look after your mental well-being.The pressure of possible job termination can be draining. If you’re feeling swamped, think about contacting a mental health expert or utilizing your company’s employee assistance program (EAP). Maintaining good mental health is equally crucial as keeping up your professional skills.
It’s never simple to prepare for the unexpected, but following these steps today can help you handle future changes with greater clarity and assurance. Regardless of what lies ahead, you’ll be equipped to progress with intention.
I was once given a notice of termination that didn’t state the cause. I asked for an explanation later, and it took more than a week to receive it. Is it possible for a company to let me go without giving a reason? – Allen
Certainly, in numerous situations, an employer has the right to dismiss an employee without giving a justification, especially in states that adhere to “at-will” employment regulations. According to the at-will principle, either the employer or the employee can terminate the work relationship at any moment, with or without prior notification, and with or without a reason, as long as the motivation is not unlawful (for example, discrimination or reprisal).
Although it might be legally allowed in numerous states to end employment without stating a reason, it doesn’t always align with optimal professional conduct. Some states mandate that employers supply a written justification for termination when an employee asks for it. It’s advisable to review your state’s labor regulations to gain a complete understanding of your rights.
Even in states where it is not legally mandatory, offering a clear explanation during the termination process can be advantageous for both the employer and the employee. It:
◾Assists the employee in comprehending the reasons behind the decision.
◾Minimizes the possibility of guessing or presuming unjust behavior.
◾Can aid the employer’s stance in the event of an unemployment claim or legal dispute.
From the viewpoint of an employee, requesting a written explanation — as you did — is completely appropriate. If an employer is delayed in responding or provides unclear justification, it could indicate that their decision was not thoroughly documented or fully in line with company guidelines.
Every organization has the right to make staffing choices that help it achieve its goals, just as every employee has the right to make career-related decisions that benefit their future and income. However, the way employers carry out these decisions is essential. Both current and potential employees notice how companies handle their staff. Additionally, if employers want respect and dignity from their employees, they must also show the same, even during terminations. I often say, “Treat people with respect when they join, and treat them with respect when they leave.”
Although unexpected job losses can be difficult for all parties concerned, openness and equity play a significant role in making the procedure conducted with dignity and professionalism.
The perspectives and viewpoints presented in this column are those of the writer and may not align with the stance of USA TODAY.
This piece first was published on USA TODAY:What steps should I take to get ready for possible job cuts at my workplace? Inquire with HR
