One thought on “Are SUB Plans only for permanent Reductions-in-Force?

  1. Arti says:

    Alternatively, within a finite compensation and benefits budget, this kind of windfall to an employee walking out the door may very well cost retained employees their raises, bonuses or a health-care enhancement. Alternatively, within a finite compensation and benefits budget, this kind of windfall to an employee walking out the door may very well cost retained employees their raises, bonuses or a health-care enhancement. Alternatively, within a finite compensation and benefits budget, this kind of windfall to an employee walking out the door may very well cost retained employees their raises, bonuses or a health-care enhancement. Alternatively, within a finite compensation and benefits budget, this kind of windfall to an employee walking out the door may very well cost retained employees their raises, bonuses or a health-care enhancement. Organizations with a cost-containment culture and pervading commitment to the bottom line likely would benefit from a more practical and economical severance plan design which include a Supplemental Unemployment Benefits Plan. Organizations with a cost-containment culture and pervading commitment to the bottom line likely would benefit from a more practical and economical severance plan design which include a Supplemental Unemployment Benefits Plan. Organizations with a cost-containment culture and pervading commitment to the bottom line likely would benefit from a more practical and economical severance plan design which include a Supplemental Unemployment Benefits Plan. Organizations with a cost-containment culture and pervading commitment to the bottom line likely would benefit from a more practical and economical severance plan design which include a Supplemental Unemployment Benefits Plan. The most important aspect of a company’s severance plan is that it fit the company’s culture. The most important aspect of a company’s severance plan is that it fit the company’s culture. The most important aspect of a company’s severance plan is that it fit the company’s culture. The most important aspect of a company’s severance plan is that it fit the company’s culture. For instance, if your organization subscribes to an entitlement culture, paying out a lump-sum windfall in amounts correlating to job level might make a lot of sense. For instance, if your organization subscribes to an entitlement culture, paying out a lump-sum windfall in amounts correlating to job level might make a lot of sense. For instance, if your organization subscribes to an entitlement culture, paying out a lump-sum windfall in amounts correlating to job level might make a lot of sense. For instance, if your organization subscribes to an entitlement culture, paying out a lump-sum windfall in amounts correlating to job level might make a lot of sense. It’s always a good time to consider implementing a SUB Plan. It’s always a good time to consider implementing a SUB Plan. It’s always a good time to consider implementing a SUB Plan. It’s always a good time to consider implementing a SUB Plan. Whether you don’t have any layoffs planned, have an upcoming reduction in force, or are currently in the process of transitioning employees, the nature of SUB Plans means that exploring them as a possibility in the future is always a good idea. Whether you don’t have any layoffs planned, have an upcoming reduction in force, or are currently in the process of transitioning employees, the nature of SUB Plans means that exploring them as a possibility in the future is always a good idea. Whether you don’t have any layoffs planned, have an upcoming reduction in force, or are currently in the process of transitioning employees, the nature of SUB Plans means that exploring them as a possibility in the future is always a good idea. Whether you don’t have any layoffs planned, have an upcoming reduction in force, or are currently

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