Layoffs are sweeping the USA, impacting workers at companies like Shopify, Tesla, and Peloton. At some point, you may need to lay off employees in your small business, too.

尽管这不是一个容易的选择，但有时需要摆脱工人或工人来促进增长和发展或防止小型企业破产。继续阅读以学习如何解雇员工（小型企业）。

What is a layoff?

A layoff takes place when an employer terminates an employee due to problems that are not performance-related. Layoffs can be the result of downsizing, budget cuts,business reorganization, an attempt to boost cash flow, or the business no longer needing the position. Unlike firings, layoffs are not the result of poor employee performance, fraud, or misconduct.

Layoffs can be temporary or permanent. But, there is no guarantee that a temporary layoff won’t become permanent.

通常，没有自己的过错的员工可以申请unemployment insurancebenefits. Keep in mind that your state may provide a mass-layoff number for employers to use during emergencies (e.g., coronavirus layoffs) or for special cases. This helps your employees receive unemployment insurance benefits more quickly and may prevent your employer account from being affected.

As an employer, deciding to lay off workers is not easy. So, how do companies lay off employees? When it comes to how to lay off an employee, what’s the right and wrong way to go about it?

Laying off employees: Small business

裁员时，您必须同时遵循道德和法律准则。使用下面的五个技巧来帮助减轻裁员过程的负载。

1.考虑您的业务需求

Clearly, laying off employees is a big decision. As with anything, you should weigh the pros and cons before deciding.

解雇员工不仅对您裁员的人有害，还可能伤害您的剩余员工，客户，投资者，品牌和声誉。但是，未能解雇工人会使您的业务陷入negative cash flow。

Consider some alternatives to laying off workers:

• 削减员工小时
• Limit or cut out overtime
• Hold off on giving raises or bonuses
• 实施furlough

So, what is furlough? Furlough ismandatory time offwork for employees without pay. Unlike a layoff, an employee on furlough still has their job. Implementing furlough may help you avoid layoffs and get your business’s finances back on track.

如果您正在考虑实施裁员，则可以通过创建或更新预算来评估业务需求。您的预算可以帮助您项目费用，业务收入和利润。使用您的预算查看是否有其他费用区域可以削减。

您知道什么最适合您的业务。如果您的小公司有必要裁员，则需要考虑细节。

2. Hammer down the layoff details

在告诉员工有关裁员的信息之前，您需要巩固一些细节。您不想通过告诉员工弄清楚详细信息后会发生什么来引起恐慌。

您需要确定以下几点：

• 裁员是临时的还是永久的
• 你会裁员的人
• How you plan on notifying your employees
• 您将为受影响的工人提供什么类型的支持
• When the layoffs will take place
• 这对您当前的员工意味着什么

如果可能的话，请避免进行多轮裁员。

3.遵守警告法

If you want to know how to lay off employees legally, you need to familiarize yourself with the Worker Adjustment and Retraining Notification Act (WARN) of 1988.

The WARN Act requires that employers with 100 or more employees notify them about mass layoffs and plant closings at least 60 calendar days in advance. The notice must be in writing.

Mass layoffs are where 50 or more employees are laid off at one location.

并非所有雇主都必须警告。只有100个或更多雇员的雇主才必须遵守警告法规。

The Worker Adjustment and Retraining Notification Act aims to protect soon-to-be laid off employees by giving them enough time to apply for other positions or seek additional training.

如果您受到警告的管辖，请向您的员工发出有关即将裁员的警告。And, you must notify other relevant parties, like your local government’s chief elected official.

There are some exemptions to WARN. You do not need to provide 60 days notice if:

• 您的员工少于100个
• 在过去的12个月中，员工尚未工作六个月或更长时间
• The employees work less than 20 hours a week
• 关闭的植物是临时设施
• 员工完成一个项目，并知道何时被雇用，项目完成将导致大规模裁员
• 裁员是不可预见的情况的结果
• 裁员是由于自然灾害

不遵守该法案可能会导致您每天最多可罚款500美元，而您不告诉员工。

有关警告的更多信息，请咨询U.S. Department of Labor。

4. Tell your employees

Do you know how to tell employees about layoffs? More than likely, it’s not going to be easy.

Here are some do’s of how to lay off an employee:

• Do provide as much information as you can
• Do explain that the layoff isn’t the employee’s fault, if applicable
• 确实提供推荐信

,这里有一些事情你不应该做当telling an employee about the layoff:

• Don’t overpromise that their jobs will come back
• 不要在灌木丛中殴打
• Don’t forget to hand the employee a written notice

告诉您的员工后，询问他们是否对该过程有任何疑问。您的员工可能会生气或情绪激动，因此请准备在您的问题上保持冷静和支持。

When it comes to telling an employee about a layoff, Ian Clark, Head of the Americas atFrank Recruitment Group, gives the following advice:

The most important thing is to treat your employees with dignity and provide as much support as you can. Nothing is more degrading to someone who’s worked hard for your business than simply being handed the paperwork and shown the door, so sit down with them in person, express your appreciation, and offer any resources that might make the transition easier.”

Once you tell the affected employees, notify your remaining staff about the layoffs. Tell them what this means for them, like job responsibility changes.

5. Discuss unemployment insurance and COBRA coverage

当您解雇员工时，您必须与员工谈论一些事情，例如失业保险和COBRA continuation coverage。

失业保险

没有自己过错的员工在寻找新工作时可能会寻求失业保险福利。凭借失业福利，员工可以收到部分薪水的一部分。

When an employee seeks unemployment benefits, you will receive a notice from your state. And, your state unemployment tax rate will likely increase.

在您解雇员工之前，请提供有关他们如何进行的信息claiming unemployment。请记住，失业索赔要求因州而异。

COBRA coverage

《合并综合预算和解法》（COBRA）保护失去健康保险的合格员工。

Under COBRA, laid-off workers can elect to continue their health insurance coverage. Employees can receive coverage anywhere from 18-36 months.

如果您必须为您的员工提供眼镜蛇覆盖范围：

1. 提供私营部门团体健康计划
2. Employ at least 20full-time equivalent employees

有资格获得眼镜蛇延续覆盖范围的员工必须在解雇前一天被一项小组卫生计划覆盖。

Although you can offer to pay a portion of the employee’s health plan, you don’t have to. You can require that the employee pay the full amount of their coverage, plus a 2% administrative cost.

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