Questions to Ask Before Laying Off Your Staff
When health clubs are forced to close their business, it opens the doors to many questions. This product provides knowledge for club owners in tough times as well as resources for critical questions to ask when laying off staff.
Small businesses—like health clubs—account for 99% of the companies in every U.S. community while employing over half of the private sector workforce. The truth is in the numbers; small businesses are vital parts of the economy.
Preparing for the worst scenarios can save you and your business time, money, and stress, among many other things. Most importantly, having a plan in place can save your business and keep it running during and after disasters.
Research by the Federal Emergency Management Agency (FEMA) indicates that 40% of businesses never reopen after a disaster, and 25% of businesses that do resume activity fail within a year.
Figuring out who the company can keep on staff without going under and what to do with the rest of your employees can be daunting, but sometimes it can't be avoided.
This product offers guidance through the complicated process of laying off staff.
In it, you will find the questions you need to ask yourself before you choose to lay off staff, including:
- Which employees should your company lay off?
- Have you considered alternatives to layoffs, and what are they?
- Do you understand Federal and State laws that apply?
- And more!
“Managing through these challenging times is difficult—lead with strong employee relations and communication in developing your plan.”
Regina Satagaj, Vice President of Human Resources
IHRSA - Boston
Furthermore, understanding all the options available to you is crucial. This product provides useful information and legal requirements to consider for the choices that health club owners like you have when it comes to downsizing during a pandemic.
The entire world is currently dealing with an extremely tough situation. Together, we are learning the best practices for keeping businesses alive and maintaining as many normalities as possible.
While the information in this checklist is believed to be current, employment laws and regulations are continually changing. It is intended for the general education of IHRSA members, not as legal advice. If you have questions after reading this briefing paper, you can always email IHRSA to see if we have additional information, but sometimes your best next step will be to seek the advice of a qualified attorney.
