The coronavirus crisis has quickly transformed work as we know it, requiring HR professionals to adapt to new challenges and make decisions in a rapidly changing environment. Changing employment laws, navigating layoffs and furloughs, and new safety regulations are all top of mind. In order to help you out, we’ve asked an attorney from a top labor and employment law firm, Littler, what you should prioritize during this crisis.

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With the uncertainty and instability from the global pandemic, it’s important for businesses now more than ever to be ready for the unexpected. If an executive or key player in your company needed to step back, would you be ready to fill the gap that person left behind?

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Layoffs are a challenging time for all involved. Following these five best practices for communicating layoffs to remaining employees will help to ease the transition and set up the organization for future success.

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Regardless of your organization’s rationale for providing outplacement services, how you do it and for whom matters more at this point in history than at any other time. In this article, explore 4 key considerations. Read now.

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Sometimes reductions in force (RIFs) are necessary. Regardless of the company or industry, the way we treat employees as they exit has never been more important than it is today. This guide will assist you in conducting employee separation notifications, and working through the layoff process with dignity and respect for the employees affected.

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There’s no time for “down time.” When you wrap up your key objectives for the fiscal year, it’s time to get to work on new priorities to maximize efficiency in the coming year. By being proactive, you’ll be able to hit the ground running and achieve amazing things.

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If you’re not prepared to keep your company properly staffed, you’re sure to lose valuable time and resources finding replacements. With this high-level market data collected from top organizations throughout North America, start optimizing your plans today.

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