1. Do we really need to cut positions?  Ask yourself:  Are you acting in good faith and being realistic about present and future business needs? Is this the logical step that will keep your business solvent?  If your answer is yes to these questions, then let's look at the next step.
2. Plan before you act.  Use a team approach which should include your management team and specifically your human resource professional.  Be sure your HR representative is familiar with current laws governing lay-offs and remember if you are working with a union or with employees under contract, specific rules may apply. Planning includes communicating with your employees.  Remember the golden rule:  No employee action should come as a surprise.  Let your employees know that business has been negatively affected and that changes will need to be made.  Honest straight forward communication is the key to trust and respect.
3. Make sure your HR policies are in place.
   Well-crafted written policies should be in place BEFORE you lay anyone off. Don't "do the deed and then try to cover your actions". This will not work and may lead to adverse impact or charges of disparate treatment. Take the time to review what you have in writing and what your past practices have been, and then think about what you want to do.

Click here to read the full article   
 
 
Nancy Pysher has over twenty years experience in management of human resources for diverse workforces including Guilford Mills, Burger King Corp., and Kayser Roth Hosiery. Her emphasis lies in employee relations, supervisory training, and HR policy development.

A certified Senior Professional in Human Resources (SPHR) and member of SHRM's Consultant's Forum, Nancy's background and experience are enhanced by her volunteer efforts as chair of the Governor's Counsel for Persons with Disabilities, the textile Hands for Habitat project and the Advisory Board for Co-Op and Job Placement at Guilford Technical Community College. She has also served as a board member of the local SHRM professional chapter, chaired the Education Committee and facilitated SHRM certification training classes.