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This policy applies to layoffs at [Employer] that are prompted by various business circumstances, such as major national or regional economic slowdowns, substantial technological or structural changes in [Employer]'s operations, or whenever layoffs are needed to ensure the company's health or survival.
[Employer] adheres to all relevant federal and state laws and regulations that govern layoffs and plant closures. [Employers can insert appropriate language concerning provisions of collective bargaining agreements.]
DECISIONS TO CONDUCT LAYOFFS
Before conducting any layoffs, [Employer] considers all available alternatives to retain its workforce. If [Employer] decides it is necessary to conduct layoffs, [Employer] reviews all policies and agreements with employees before beginning the process. [Employers can insert appropriate language concerning provisions of collective bargaining agreements and any discussions with unions.]
ORDER OF LAYOFF
[Employer] determines the order of layoffs based on the skills, knowledge, performance level, and abilities that are necessary for [Employer] or [Employer]'s units. At all times in determining the order of layoffs, [Employer] adheres to its commitment to provide equal employment opportunity for all employees. [Employers can insert appropriate language here about provisions in collective bargaining agreements or employment contracts that affect the order of layoffs.]
When [Employer] determines that two or more employees possess substantially equal skills, knowledge, and abilities, layoffs occur in inverse order of seniority (seniority for layoff determinations is based on employees' full-time equivalent months of service). When two employees have the same number of full–time equivalent months of service, the employee who has the more recent date of hire is laid off first.
NOTICE OF LAYOFFS
In general, [Employer] gives employees at least 60 days prior written notice of layoffs. More specifically, [Employer] gives employees at least 60 days prior written notice of layoffs for:
• plant closings where 50 or more employees are laid off during any 30-day period;
• layoffs that last more than six months and that affect 50 to 499 employees if those employees are at least 33 percent of the workforce during any 30-day period;
• layoffs that last more than six months that affect 500 or more employees during any 30-day period; and
• in certain cases, layoffs that affect two or more groups of employees within a 90-day period.
[Employers can insert appropriate language here about provisions in collective bargaining agreements or employment contracts that concern notice to affected employees.]
[Employer] doesn't provide such advance notice of layoffs for: plant closings due to natural disasters; where [Employer] is financially faltering and seeking financing or additional business to avoid closure at the time notice should be sent; and layoffs caused by unforeseeable business circumstances at the time such notice should be sent. [Employer] also doesn't provide such notice for certain strikes or lockouts; closing a temporary plant; or the end of short-term projects (employees are notified of the duration of work during the hiring process for work on temporary facilities or short-term projects).
Written notification of layoffs to employees includes:
• a statement as to whether layoffs are temporary or permanent and if a entire plant is to be closed;
• the expected date when plant closings or layoffs will begin;
• the expected date when employees will be separated from employment;
• a statement as to whether bumping rights exist;
• the name and telephone number of [Employer]'s official to contact for further information; and
• appropriate additional information such as information on available dislocated employee assistance. [Employers can insert or use appropriate language about notices for employees in unionized settings.]
[Employer] notifies [State]'s dislocated workers' agency and local government units of layoffs.
SEVERANCE PAY AND BENEFITS
[Employer] provides minimum severance pay to all employees who are laid off. [Employer] applies minimum severance pay limits as detailed in [Employer]'s policy on severance pay. [Employers can insert appropriate language about provisions in collective bargaining agreements or employment contracts that concern arrangements for final paychecks and severance pay.]
Employees who are laid off might be eligible for health care continuation coverage through [Employer]'s health benefit plans. For more information, see [Employer]'s health continuation coverage policy.
[Employer] has contracted with outplacement firms that will aid all laid-off employees in their efforts to find new jobs. These outplacement firms will provide employees services such as job search and interview guidance; training opportunities provided by the federal, state, or local government and private companies; and use of office equipment. Employees are expected to meet at least once with the outplacement provider(s).
After layoffs are conducted, [Employer] determines if and when it will recall some or all laid-off employees. Employees are recalled to employment after layoffs as detailed in [Employer]'s policy on rehiring employees.[Employers can insert language from collective bargaining agreements or employment contracts that specify how employees are recalled from layoffs.]