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Written by Rick Galbreath, SPHR
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Tuesday, 09 March 2010 00:00 |
Outplacement Services ... truly caring for those in career transition.Whether you call them corporate outplacement services, employee outplacement services, corporate downsizing, RIF, mass layoff services or just outplacement, Performance Growth Partners Inc. understands that what we do impacts people's lives. We take outplacement very seriously and geniunely want to help those in outplacement find their next career opportunity quickly. Our commitment to personal service for those in outplacement and to designing highly customizable and affordable solutions for the companies who wish to provide outplacement to those in career transition, makes us a corporate outplacement services provider of choice to both large and small companies throughout the United States. If you are looking for outplacement services for a single senior executive or for an entire organization, please contact us at
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or call 309-664-7741. |
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Last Updated on Tuesday, 10 August 2010 00:19 |
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Written by Rick Galbreath, SPHR
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Saturday, 04 July 2009 00:00 |
Did you know … The Worker Adjustment and Retraining Notification Act (WARN) protects workers and communities by requiring employers with 100 or more employees to provide at least 60 calendar days advance written notice of a plant closing and mass layoff affecting 50 or more employees at a single site of employment. WARN makes certain exceptions to the requirements when layoffs occur as a result of unforeseeable business circumstances, faltering companies, and natural disasters. Advance notice gives workers some transition time to adjust to the prospective loss of employment, to seek and obtain other jobs, and if necessary, to enter skill training that will allow these workers to compete successfully in the job market. 
Did you know … The Consolidated Omnibus Budget Reconciliation Act (COBRA) gives workers and their families who lose their health benefits the right to choose to continue group health benefits provided by their group health plan for limited periods of time under certain circumstancesincluding voluntary or involuntary job loss, reduction in the hours worked and other life events. Qualified individuals may be required to pay the entire premium for coverage up to 102 percent of the cost to the plan. COBRA generally requires that group health plans sponsored by employers with 20 or more employees in the prior year offer employees and their families the opportunity for a temporary extension of health coverage (called continuation coverage). 
Did you know … Severance pay is often granted to employees upon termination of employment. It is usually based on length of employment for which an employee is eligible upon termination. There is no requirement in the Fair Labor Standards Act (FLSA) for severance pay. Severance pay is a matter of agreement between an employer and an employee (or the employee's representative).
Did you know ... That if you don't do downsizing, rightsizing, reduction in force, layoff's correctly, you can get in your organization into a LOT of problems? It is far better to engage a professional to help you carefully plan and analyze your needs, ensure you are meeting legal requirements and prepare appropriate internal and external communications than it is to try to do this on your own. This is NOT the time to be learning as you go. Prevent legal concerns, unnecessary liability, poor employee morale and customer disaffection with a good plan, well executed. We can help in downsizing and layoff planning, communication and outplacement. |
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Last Updated on Tuesday, 10 August 2010 00:21 |
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