Job Elimination

nete242

[font size="1" color="#FF0000"]LAST EDITED ON 07-09-03 AT 09:46AM (CST)[/font][p]Our company is eliminating several "key" positions due to operational changes. We are not saying that they will be terminated but can't guarantee same degree of authority, responsibility or compensational job to them when the change goes in effect. What other obligation does the company owe if any to these employees. We are allowing them to look for other employment until this change takes place in the event they don't want to wait and see what jobs will be available to them at that time.

Can anyone give any advise on this matter?

Nick Ogden

You could help them with "outsourcing" and hook them up with reputable "headhunter" organizations. If your're comfortable with giving them strong recommendations it sure doesn't hurt.It is very difficult to focus on your job when the Babylonians are at the gate. For those that you feel certain are not going to lose their jobs, be sure to let them know it; if you don't, they will be looking over their shoulder to see if they're going to be next.

nete242

Thanks, should severance packages be offered and do we need to be concerned about these employees who are in a protected class (over 40)?

Shadowfax

If you are going to pay a severance, there is no good reason NOT to get an effective release of all claims, including the ADEA specific language, whether you think you have potential liability or not!

Peyton Irby MS

obviously, you need to ascertain that none of these changes took place because an employee is in a protected category. the comments regarding a release and/or outsourcing assistance are in order. you do not give a time frame for the changes. it is usually a good idea to not let these issues linger.
Peyton Irby
Editor, Mississippi Employment Law Letter
Watkins Ludlam Winter & Stennis, P.A.
(601) 949-4810
[email]pirby@watkinsludlam.com[/email]