Laying off workers? These Triangle consultants have advice (like never do it on Friday)
Ann Close doesn’t lay people off, but she will sit next to those who do.
Over her more than 30-year career as a human resources consultant, she’s witnessed the gamut of raw human emotions that pour out of workers when they hear they’re losing their jobs. Some workers sob for minutes. Some will hang up abruptly if it’s a virtual meeting. And others have thrown items at Close: a laptop, a notebook, keys.
“Thankfully, God has given me quick reflexes, and they’ve all missed me,” she said. “I go in very prepared, knowing that even the person that I think is going to be the easiest oftentimes turns into the most challenging.”
Today, Close owns Close HR Connections in Cary where her services include counseling employers on how they can let workers go in a manner that is most legal, fair and empathetic.
And with the economic downturn, more companies have been reaching out for advice.
“It’s starting to (pick up) in the last couple of months, just conversations, thinking ahead,” she said. “Obviously, nobody knows what’s going to happen with the potential recession. So people are being a little bit more proactive on making a game plan.”
After a boom period of job growth following the pandemic, many companies — especially in the tech sector — are pumping the brakes. Microsoft, Twitter, Google and Amazon have each announced recent layoffs. In the Triangle, recent cuts have been seen at big firms like Lenovo, Cisco and Avaya as well as a number of smaller firms like Medicago in Durham and the health care company Kepro in Wake County.
In some cases, how companies conducted their layoffs has become news in and of itself. For example, Twitter took flak for sending emails in November to inform workers they were losing their jobs — an approach Google also took in Durham on Friday when it announced layoffs.
Across the Triangle, a number of HR consultants aim to mitigate the public relations blowback companies can attract if they handle job cuts clumsily.
“What (companies) need to remember is that in this day and age, with Glassdoor and other social media outlets, your employees and ex-employees have a voice and they can be heard,” said Alicia Parr, founder of the HR consulting firm Performentor in Durham. “If (employers are) sloppy and don’t treat people with dignity, then others will see it and think badly of them.”
No Fridays, no emails, little preamble
Despite the rise of remote work, the consultants said in-person layoff meetings are still best whenever feasible. And though some employers may feel a need to express gratitude at the top of the meeting toward a soon-to-be ex-employee, they said less is usually more when it comes to these conversations.
“(Employees) are already nervous, and they’re probably expecting it,” Close said. “So they really don’t want to hear, ‘Well, we love you and we really appreciate you.’ At this point, you need to get to the business part of the conversation.”
Each Triangle-area consultant who spoke to The News & Observer said there’s one day of the week when employers should avoid conducting layoffs.
“I am adamant that it’s done any day but Friday,” said Kim Conklin, who owns KC Consulting Resources in Raleigh. “Put yourself in the (laid-off) person’s shoes: They can’t call their financial adviser (the next day). They can’t call their HR person back. They have a ton of questions, and then just sit there and stew all weekend.”
Legal considerations in an employment-at-will state
While North Carolina is an employment-at-will state, meaning an employer can generally terminate a job without reason, Close said companies in reality should have a documented business reason for any job cuts to lessen their legal exposure.
The federal government protects against employment discrimination based on race, color, nation of origin, religion, age, sex, pregnancy and disability. Employers would be wise to reconsider if their layoffs disproportionately affect certain members within these groups.
States maintain their own employment laws, including how much notice must be given for a layoff and when the last paycheck must be sent out. The federal government mandates companies issue WARN notices when job cuts meet certain thresholds, and some states (but not North Carolina) have additional WARN reporting requirements.
“North Carolina is a little bit more employer friendly, so it is generally not as difficult (to lay workers off),” Close said.
Under federal law, employers must file WARN reports at least 60 days ahead of time when they close a plant that impacts at least 50 employees or lay off at least 50 employees equaling one-third or more of their workforce.
Last year, North Carolina companies filed 42 WARN notices impacting 4,200 workers.
This story was produced with financial support from a coalition of partners led by Innovate Raleigh as part of an independent journalism fellowship program. The N&O maintains full editorial control of the work.
This story was originally published January 23, 2023 at 5:00 AM.
