Severance package best practices

Compensation
Written By Alex Santos

Severance packages are payments and benefits that an employer offers to an employee who is terminated, laid off, or resigns. They are usually given as a gesture of goodwill, to help the employee transition to a new job or career. Severance packages can also reduce the risk of legal claims from the employee, such as wrongful termination or discrimination.

However, severance packages are not mandatory in most cases, and employers have a lot of discretion in deciding whether to offer them and how much to offer. Therefore, it is important for business owners to follow some best practices when giving an employee a severance package, to ensure fairness, compliance, and goodwill.

Here are some tips for business owners on how to handle severance packages:

  • Have a clear policy and criteria for severance packages. It is advisable to have a written policy that outlines the eligibility, amount, and terms of severance packages for different types of employees and situations. This can help avoid confusion, inconsistency, and discrimination among employees. The policy should also specify the conditions and obligations of the employee in exchange for the severance package, such as signing a release of claims or a non-compete agreement.

  • Communicate with the employee respectfully and transparently. The way an employer communicates with an employee about their termination and severance package can have a significant impact on their relationship and reputation. It is important to be respectful, empathetic, and honest with the employee, and explain the reasons for their termination and the details of their severance package clearly and professionally. The employer should also give the employee enough time and opportunity to review and accept the severance package, and answer any questions they may have.

  • Consider the legal implications and risks of severance packages. Severance packages can have various legal implications and risks for both the employer and the employee, depending on the laws and regulations of their jurisdiction. For example, some states may require employers to pay severance packages within a certain period of time after termination, or may limit the enforceability of certain clauses in severance agreements, such as non-compete or non-disparagement provisions. Therefore, it is advisable for business owners to consult with an attorney before offering or finalizing a severance package, to ensure compliance and avoid potential lawsuits.

  • Be fair and reasonable with severance packages. Severance packages should reflect the value and contribution of the employee to the business, as well as their circumstances and needs. They should also be consistent with the industry standards and market conditions. Offering a fair and reasonable severance package can help maintain a positive relationship with the employee, enhance the employer's reputation, and motivate other employees. On the other hand, offering a low or unfair severance package can damage the employer's image, morale, and loyalty among employees.

Severance packages are an important aspect of employment relations that can affect both employers and employees in various ways. By following these best practices, business owners can ensure that they handle severance packages in a professional, ethical, and beneficial manner.

Alex Santos
As Managing Member of Collabor8 Learning, my role is to build and execute learning and development strategies for organizations seeking to improve the return they are getting from their training programs. We focus on four core areas: performance analysis, instructional design, e-learning development, and learning management. As a hybrid HR/instructional design consultancy, Collabor8 Learning partners with your team to leverage today's training technologies to increase the productivity of your people. I am a senior human resources and training executive with over 17 years of progressive experience. My work in private industry has focused heavily on the development of learning and development systems that transform employee performance from ordinary, to remarkable. I accomplish this by combining organizational development strategies and tactics to blended learning programs with line of sight alignment to clearly defined performance goals. Additionally, I launched Miami Payroll Center in conjunction with my brother and sister-in-law in 2004 to meet the payroll needs of small to mid-size organizations. Our consultative approach to guiding new entrepreneurs as well as more seasoned business owners in alleviating the pain of payroll processing has created a very successful and growing payroll processor in the market. Specialties: Instructional Systems Design, E-Learning, Learning Management Systems, Payroll, Organizational Development, Employee engagement, HR Strategic Planning, Talent Acquisition & Management, Leadership Development, Coaching & Mentoring, Employment Branding Proposition & Positioning, Workforce Planning, Performance Management, and Leadership Development.
https://www.bynimble.com
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