Guidance on what to do if one of these scenarios happen to you. Disclaimer: I am not a lawyer or human resource professional. However in a previous life I have spent a number of years in executive search placement staffing at Fortune 500 and boutique firms. I currently run teams out of my own company(s).

1. AT WILL EMPLOYMENT IN
COVID19
Maintaining and
Retaining
Employment

2. A lot of people are losing their jobs and going on interviews these days. Hope this "share" helps: I recently provided my answers to
some interesting questions from one of my mentees which they received during their interview. Please see below:
First off congrats on your interview. Hopefully my advice helped you during the interview. My answers to your number questions as follows:
1.So, I had an interview today. For my interview question, the guy said he was a COO and asked me to sell a higher priced product over
the other.
ANSWER: I usually don’t recommend selling on features until you know they are going to buy then you can up-sell on features. For ex. If I like a Ferrari,
I like a Ferrari because I like fast cars. If I like to go off roading/type of guy and I am not impressed with speed, or I am 7 feet tall then you’re probably
never going to sell me on a Ferrari. So, find out why he is looking in the first place. If you don’t find out what he likes you will never sell him. Find our
what he dislikes about about his current, "lower priced" product. Find out what he does like about it too. Price. People will buy expensive stuff that is
poor quality or harmful all the time. And even if it were cheaper and a better product they still wouldn’t buy it. Price is not a factor unless you have
shown enough value or you are completely off target with your audience. Prequalify by asking questions. For ex. I may go to a Ferrari dealer but the
dealer staff won’t engage me until they prequalify by asking questions to see if I am the correct audience.
2.The last question was, "it looks like I'll have to let a lot of important people go if I do this, what am I supposed to tell my employees
as to why they are losing their job?
ANSWER: At most organizations this is an HR/Legal matter and also depends if those people are contractors / 1099 or employee w2. Each is a
different responsibility. Managers do not typically have this responsibility and if they do, then HR instructs them and is present. For 1099 it is non-
binding / only paid for work adequate to the terms of the contract. There are really no legal clauses here except if the contract is breached. If the
company has no HR the response is typically as follows for w2 after confirming with lawyer:
ANSWER. Severance or remaining salary will be provided. References will be provided. Usually this is 2 weeks for under and up to one year and
additional for every year thereafter. If not for under performance then no other information really needs to be provided other than that and this has
nothing to do with under performance. There is not any area in the Fair Work Act 2009 which stipulates an employer must provide an at will
employee a reason when terminating their employment. Either way, you should always give a reason for termination.

3. MY PERSONAL CONTACT CARD
paul.claxton@reciprocity-roi.com and/or BAMbusinesses.com and/or Skype: Businessman.Athlete.Marine.