- Welcome to the Ministry of Manpower
- Looking For Format Letter For Decrease In Salary In Positive Note
- Manpower Planning
- When You’ve Got to Cut Costs—Now
- University of Washington Human Resources
Welcome to the Ministry of ManpowerPlanning and implementation. Managing complex layoffs. Communication planning. Resources to help employees. Understanding how the process works will prepare you for any layoffs that your unit must initiate. Adequate planning and communication will have a significant effect on the employees being laid off, the remaining staff, and on clients who work with your employees. Probationary classified staff employees do not have the layoff and reemployment rights that permanent classified staff do. If a probationary employee must be let go for reasons related to funding or departmental restructuring, Human Resources prepares a special notice that informs the employee that their position is being eliminated because the department can no longer sustain it. The employee may be eligible for unemployment compensation and for insurance continuation benefits. As a heavily grant and contract-funded research institution with many self-sustaining programs, layoffs due to funding reductions or changes in research programs are regularly necessary. Such layoffs typically involve small numbers of employees who often know about the possibility of layoff well in advance of the time that the layoff action becomes necessary. Examples include situations where:. Complex layoffs require advance discussion with Human Resources and detailed planning. Learn the steps involved in preparing for, initiating, and managing complex layoffs. They will make sure that:. Your plan will need to address some or all of the following elements. As you plan and communicate the layoffs that your unit faces, maintain a record of the actions you take and when you take them. The layoff planning elements below are divided into three sections:. Incorporate resources designed to assist employees in your communication plan; see the communication planning section below. Preserve the functions necessary to support your core mission Identify and prioritize the functions necessary for you and your department to fulfill its core mission, the work that is necessary to support those functions, and the positions that perform the work. Position s being considered for elimination or reduction including temporary positions For each position, identify the reason s the position was selected e. Post-layoff work distribution plan Identify individual positions and the work that will be assigned to them. Develop revised job descriptions, as necessary. Evaluate the budgetary impact of anticipated classification or grade changes. Possible changes to organizational structure Identify changed reporting relationships based on the number or type of positions that you will have to eliminate or reduce, consolidation of functions, etc. Planned vacations or other leaves of absence Make a record of planned vacations or other known leaves of absence. Special considerations for employees If any employees scheduled to be laid off have indicated an interest in retirement, ensure that they have sufficient notice so that they can plan the timing of retirement to coincide with the layoff effective date if possible. Identify any professional staff who have accrued more than hours of vacation time off, and make sure they understand the vacation time off payout limitations of the Professional Staff Program. Layoff notification planning Planning element Planning goal Written resources for employees Work with HR to ensure that all written resources employees receive are assembled, checked for accuracy, and ready for delivery. Support resources Ensure availability and arrange for the presence of any special support resources, e. UW CareLink. Layoff notification environment Provide for private meetings with the employees whose positions will be eliminated, reduced, or restructured. Employees who become especially upset Some employees can become especially upset following layoff notification. Return to top.
Looking For Format Letter For Decrease In Salary In Positive Note
Like us to stay up to date with the AskMeFast community and connect with other members. Answered Unanswered. What would you like to ask? Please check and try again. This is NOT abusive. I pressed this button by accident. It is offensive or harmful. It does not contain enough information. It contains or requests illegal information. It does not make sense. Consumer Electronics. Chemistry Engineering Mathematics Physics. How to write a good letter of manpower reduction? A letter to employees that need to be discounted to the employee for the renovation. Asked by: shannon. Ads by Google. This site is best viewed while logged in. Top Solutions. Add your answer. Suggested Solutions 10 What's this? I believe that I am an excellent fit for this position, [state your reason for being a good fit for the position. If you have any further questions or require additional documentation, please feel free to contact me. Thank you for your time and consideration. Was this answer helpful? Yes No. This answer closely relates to:. The vacant position as follows: a. Position b. Position c. Position As the Position mentioned above and to be more productive in our duties the desire number of additional staff per position are total of 3 staff. Thank you. Sincerely yours, Name Position. I am your name an employee of your company. I wrote this letter to request for a reduction on my rental fee. I am currently staying at your building address. I can not pay my monthly rental fee due to the reason that I also have a lot of expenses. I hope you can give me even a little reduction. I hope for your kindness and consideration. Respectfully yours, your name and signature. Sorry the questions is vague.
These sample layoff letters may come in handy if you have to reduce your staffing and layoff employees. Beyond the emotional challenge of letting employees go, there are many legal issues that come in to play. As such it's best to use layoff letters that others have used, or at least review them for ideas and inspiration. Here are a few example layoff letters that you might want to look at before you craft your own letter announcing a layoff. In response to the realities of a deteriorating economy, we're taking important steps to realign Microsoft's business. I want to tell you about what we're doing and why. The fact that we are growing at all during the worst recession in two generations reflects our strong business fundamentals and is a testament to your hard work. Our products provide great value to our customers. Our financial position is solid. We have made long-term investments that continue to pay off. But it is also clear that we are not immune to the effects of the economy. Consumers and businesses have reined in spending, which is affecting PC shipments and IT expenditures. Our response to this environment must combine a commitment to long-term investments in innovation with prompt action to reduce our costs. During the second quarter we started down the right path. As the economy deteriorated, we acted quickly. I appreciate the agility you have shown in enabling us to achieve this result. Now we need to do more. We must make adjustments to ensure that our investments are tightly aligned with current and future revenue opportunities. The current environment requires that we continue to increase our efficiency. We'll also open new positions to support key investment areas during this same period of time. Our net headcount in these functions will decline by 2, to 3, over the next 18 months. In addition, our workforce in support, consulting, operations, billing, manufacturing, and data center operations will continue to change in direct response to customer needs. Our leaders all have specific goals to manage costs prudently and thoughtfully. They have the flexibility to adjust the size of their teams so they are appropriately matched to revenue potential, to add headcount where they need to increase investments in order to ensure future success, and to drive efficiency. To increase efficiency, we're taking a series of aggressive steps. We'll cut travel expenditures 20 percent and make significant reductions in spending on vendors and contingent staff. We've scaled back Puget Sound campus expansion and reduced marketing budgets. We'll also reduce costs by eliminating merit increases for FY10 that would have taken effect in September of this calendar year. Each of these steps will be difficult. Our priority remains doing right by our customers and our employees. For employees who are directly affected, I know this will be a difficult time for you and I want to assure you that we will provide help and support during this transition. We have established an outplacement center in the Puget Sound region and we'll provide outplacement services in many other locations to help you find new jobs. Some of you may find jobs internally. For those who don't, we will also offer severance pay and other benefits. The decision to eliminate jobs is a very difficult one. Our people are the foundation of everything we have achieved and we place the highest value on the commitment and hard work that you have dedicated to building this company. But we believe these job eliminations are crucial to our ability to adjust the company's cost structure so that we have the resources to drive future profitable growth. While this is the most challenging economic climate we have ever faced, I want to reiterate my confidence in the strength of our competitive position and soundness of our approach. With these changes in place, I feel confident that we will have the resources we need to continue to invest in long-term computing trends that offer the greatest opportunity to deliver value to our customers and shareholders, benefit to society, and growth for Microsoft. With our approach to investing for the long term and managing our expenses, I know Microsoft will emerge an even stronger industry leader than it is today.
When You’ve Got to Cut Costs—Now
Layoffs and reductions in staffing are an inevitable part of every business and industry. This includes notifying the employee about their termination of employment through a formal reduction in force letter. If done incorrectly, you may face a series of security risks, retaliation, and lawsuits. The need for a reduction in force RIF may arise as a result of business restructuring, reorganization or budget limitations. Insert date and addressee. This information is a given. Provide reason for layoff. Explain to the terminated employee why they have been laid off and from which date this reduction in force comes into effect. Offer outplacement support. Offer employees outplacement support that will help them accept their termination of employment, such as access to resources, tools and career counselors. Inform terminated employees about their rights. Encourage the employees to exercise their rights, such as the right to appeal the decision and the time frame in which they may do so. Thank the employee for their services. One of the most unpleasant tasks during the layoff process is when the time comes to notify the terminated employee. One of the best ways for employers to mitigate the risks involved with termination of employment is writing a strong reference letter. This is to explain to future employers that the employment has ceased due to a decision to reduce staff and not because of personal performance. Terminated employees will appreciate the initiative and it will also give them a head start in their job search process. However, just to be on the safe side, create termination of employment waivers and releases with consultation from a legal professional. Layoffs are never easy. Nevertheless, it needs to be done and the only thing organizations can do to ease the situation is provide a proper explanation to the employees affected.