© 2024 Seyfarth Shaw LLP | www.seyfarth.com Classification Guidebook | 25 12. Consider providing outplacement services to selected employees. Such services should begin immediately after notification of selection as part of the reduction in force. 13. Develop a communication plan to explain to all employees, or at least all affected employees, that their position is being eliminated, the reasons why, functions affected, timetable, and severance pay/benefits. Consider multiple methods for communicating information. For example: Prepare talking points or a script for managers and HR to use when informing the impacted employees of the decision. Consider materials for remaining employees and third parties, such as customers and vendors. Arm your HR team and your managers with sufficient information to answer the most common questions that employees may ask after being notified of the position eliminations. 14. Provide all required notices and earned benefits to selected employees, including, but not limited to, COBRA notices and related information. Final pay must be provided in accordance with state law requirements and, where required by company policy and/or state law, should include accrued vacation pay. 15. Encourage employees to return signed release agreements to begin severance payments. 16. Comply with ERISA reporting and disclosure requirements. Should it become necessary to eliminate certain positions or separate employees, Seyfarth can provide guidance tailored to the scope of the reduction and help with a disparate impact analysis. We can also assist with materials such as release agreements, scripts, or talking points and FAQs for communicating with impacted employees, remaining employees, and third parties.
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