Why Should Severance be Outsourced? Part 3: Economic Gains

Publisher: Transition Services Inc.

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

Why Should Severance be Outsourced? Part 3: Economic Gains has been emailed to . Entered the wrong email?

Don't see the content in your inbox?
Make sure to check your spam and other messages folders.

Can't get to your email right now?

To complete your registration and access this content, enter the sign-in code sent to your email.

Please enter a valid verification code.

Code sent to:

Also, remember to check in your spam, promotions, and other folders.

Register to access this content

By accessing content on the SHRM Human Resource Vendor Directory you agree to our Terms of Service and Privacy Policy; and, you acknowledge that your information may be shared with the content publisher.

Why Should Severance be Outsourced? Part 3: Economic Gains

Severance is Costly In times of trouble, the cost of severing an employee seems minor compared to what is often a company-wide critical financial situation. The cost of severing 100 employees could easily be over one million dollars, and 500 employees could get into the ten of millions.

Similar content you might be interested in

Navigating Workforce Reductions with Compassion and Strategy

Publisher: Transition Services Inc.

Navigating Workforce Reductions with Compassion and Strategy

General Motors recently announced another round of layoffs, impacting approximately 1,000 employees, primarily in North America. Workforce reductions are challenging for any organization and its people. However, strategic tools like Supplemental Unemployment Benefits (SUB Plans) can soften the impact while supporting both employees and the company.

Download Content »

Beyond Severance: Why Boeing Should Opt for a Cost-Saving SUB Plan

Publisher: Transition Services Inc.

Beyond Severance: Why Boeing Should Opt for a Cost-Saving SUB Plan

Recently, the U.S. aerospace giant announced plans to reduce its workforce by approximately 17,000 employees—a 10% reduction globally—due to financial strain and a month-long strike involving 33,000 West Coast workers. Alongside these layoffs, Boeing is reporting $5 billion in quarterly losses and delaying production on its anticipated 777X jet. According to CEO Kelly Ortberg, this downsizing is necessary to “align with our financial reality.” But as Boeing navigates these layoffs, a Supplemental Unemployment Benefit (SUB) Plan could serve as a smart, strategic solution that benefits both the company and its affected employees.

Download Content »

Why Companies Should Consider a Supplemental Unemployment Benefit (SUB) Plan Amid the Dockworkers’ Strike

Publisher: Transition Services Inc.

Why Companies Should Consider a Supplemental Unemployment Benefit (SUB) Plan Amid the Dockworkers’ Strike

Earlier this week, the International Longshoremen’s Association (ILA) officially launched one of the largest U.S. port shutdowns in nearly 50 years, threatening to disrupt key sectors of the economy. As dockworkers strike over pay and job security, companies across the transportation, warehousing, retail, and construction industries are bracing for significant operational slowdowns. These disruptions may force many businesses to furlough or lay off workers as their supply chains potentially grind to a halt. In light of these challenges, implementing a Supplemental Unemployment Benefit (SUB) Plan could offer companies a strategic and cost-effective way to maintain the income of their employees without incurring the cash flow burden of traditional retention-pay, salary continuation or severance.

Download Content »