Dear Seniors,
I would like to understand:
1) What is the role of HR in the layoff process?
2) How to handle the situation before and after the layoff?
3) What are the key things to keep in mind while the process is ongoing?
4) How to handle the aftereffects of a layoff?
I believe this topic is very critical to handle, and it should be done with a lot of care. Kindly help me out with my questions.
Thanks and Regards,
Seema Gopal
From India, New Delhi
I would like to understand:
1) What is the role of HR in the layoff process?
2) How to handle the situation before and after the layoff?
3) What are the key things to keep in mind while the process is ongoing?
4) How to handle the aftereffects of a layoff?
I believe this topic is very critical to handle, and it should be done with a lot of care. Kindly help me out with my questions.
Thanks and Regards,
Seema Gopal
From India, New Delhi
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Regards,
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
746Regards,
M. Peer Mohamed Sardhar
93831 93832
From India, Coimbatore
Hello,
First and foremost, one must be clear about the law on the subject. Layoff is a temporary suspension of the contract of employment. The subject is covered by the Industrial Employment (Standing Orders) Act and the Industrial Disputes Act. There are different provisions depending upon the strength of the unit, and one must strictly follow these. I am attaching a note on the subject that explains the law. If, on that note, you have queries, please raise them.
As to the other aspect of Lay-Off - the Human Aspect! This also needs to be handled with extreme care and compassion. To that extent, kindly note the following points:
1) Resort to layoff bona fide only. Do not use it as a strategy to send "messages" to the employee organizations.
2) If you have a union of employees, do not expect them to necessarily cooperate with the proposed layoff. You may have to resort to it even without consent! Depending upon the bona fide reasons for the layoff, the business situation, the actions initiated by the company to avoid laying off, and the transparency of management approach and the Union maturity, some unions may even agree to such a course of action. But experience suggests that the overwhelming majority would oppose any such action. The company, therefore, will do well to inform them of its decision rather than seek their consent.
3) While the employment is protected, there is a loss of earning for the workman and his family, and this is harsh on them, so the resistance!
4) Whether "before" or "after," the company must handle the issue with compassion but with a "fair and firm" policy.
5) The company must try to keep the period/loss of earning as limited as possible. In the whole matter, the company and the officials must be humane at all times.
Even after such precautions are taken, there is no guarantee that the decision will go down well, and the company must use the "time" to "heal" the bruises.
I suppose this addresses your concerns. If you need more elaboration, please do not hesitate.
Regards,
Samvedan
August 7, 2007
From India, Pune
First and foremost, one must be clear about the law on the subject. Layoff is a temporary suspension of the contract of employment. The subject is covered by the Industrial Employment (Standing Orders) Act and the Industrial Disputes Act. There are different provisions depending upon the strength of the unit, and one must strictly follow these. I am attaching a note on the subject that explains the law. If, on that note, you have queries, please raise them.
As to the other aspect of Lay-Off - the Human Aspect! This also needs to be handled with extreme care and compassion. To that extent, kindly note the following points:
1) Resort to layoff bona fide only. Do not use it as a strategy to send "messages" to the employee organizations.
2) If you have a union of employees, do not expect them to necessarily cooperate with the proposed layoff. You may have to resort to it even without consent! Depending upon the bona fide reasons for the layoff, the business situation, the actions initiated by the company to avoid laying off, and the transparency of management approach and the Union maturity, some unions may even agree to such a course of action. But experience suggests that the overwhelming majority would oppose any such action. The company, therefore, will do well to inform them of its decision rather than seek their consent.
3) While the employment is protected, there is a loss of earning for the workman and his family, and this is harsh on them, so the resistance!
4) Whether "before" or "after," the company must handle the issue with compassion but with a "fair and firm" policy.
5) The company must try to keep the period/loss of earning as limited as possible. In the whole matter, the company and the officials must be humane at all times.
Even after such precautions are taken, there is no guarantee that the decision will go down well, and the company must use the "time" to "heal" the bruises.
I suppose this addresses your concerns. If you need more elaboration, please do not hesitate.
Regards,
Samvedan
August 7, 2007
From India, Pune
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