Giving Exiting Employees Time Off to Seek New Employment
Ran across this piece, “Time
Off Prior to Layoff?”,
in Human Resources Executive Online that brought up an interesting question. Someone
wrote in with a question as to whether employers are required to give exiting employees
time off for job interviews after notice of the layoff has been given, but before
the actual layoff date.
The short answer is no, but wouldn’t
you want to? The best case scenario for
both the employer as well as the exiting employee is for that employee to have a new
job to go to when their last day rolls around. From
the employer’s perspective, risk of employment litigation is reduced and you save
on unemployment costs (currently estimated at $6,000 per employee). It’s
also important to protect the company’s brand and employees left behind pay attention
to how you are treating those folks that are walking out the door.
It is currently taking the unemployed
an average of 35 weeks to find a new job, that’s 35 weeks collecting an unemployment
check (both state and federal funded) and anything an employer can do to cut down
on that time saves them money. From the
individual’s perspective too, a lot can happen in 35 weeks. People
are becoming depressed and discouraged. They
are losing their homes and worrying about how to feed their children.
So, from a business perspective,
as well as a humanitarian perspective, it just makes sense to go ahead and let them
interview. You might have to deal with
how to handle the workload in the short-term, but it’s probably best for everyone
in the long-run.
This weblog is sponsored by TALX.
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