When To Consider Implementing a SUB Plan

Publisher: Transition Services Inc.

Access this content

Your content has been opened.

Please verify you are a human before downloading this content.

When To Consider Implementing a SUB Plan 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.

Your Email

Your Full Name

Your Company

Your Job Function

Register to access SHRM Human Resource Vendor Directory content

Your work email

Register to access this content

Your Work Email

Your Full Name

Your Company

Your Job Function

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.

When To Consider Implementing a SUB Plan

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.

Similar content you might be interested in

Navigating Workforce Reductions with Compassion and Strategy

Publisher: Transition Services Inc.

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.

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.

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 »