When To Consider Implementing a SUB Plan

Content Summary

Transitioning to a Supplemental Unemployment Benefits plan is a big decision, and is not something which can be done overnight. The implementation process takes careful planning and a keen eye to ensure your employees receive the most effective benefits in their transition from the company. Outlined below are the main scenarios when you might want to consider incorporating a SUB plan with your process.

Access this content

Choose an option below

Register to access this content

Your Work Email

Your Full Name

Your Company

Your Job Function

You might also be interested in

The Employee Experience During a Layoff: How HR Can Support People Through Uncertainty

How an organization handles a layoff can shape its reputation for years. Former employees become future candidates, customers, referral sources, and brand ambassadors—or critics....

The Cost of Defaulting to Severance

In workforce reduction planning, speed and familiarity often drive decisions. When timelines are tight and emotions are high, many organizations default to traditional severance...

How SUB Plans Can Reduce Workforce Reduction Costs While Supporting Employees

When companies plan workforce reductions, severance is often viewed as the default approach. But many employers are surprised to learn there may be a more cost-efficient...