Layoff Aversion Under the Workforce Investment Act
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The document discusses strategies for layoff aversion or preventing and minimizing unemployment. It defines layoff aversion as preventing or lessening unemployment for employees facing layoffs through various approaches. Some strategies mentioned include work sharing programs, incumbent worker training programs, on-the-job training programs, early warning networks, and employee stock ownership plans. The document emphasizes that layoff aversion is an ongoing process that involves building partnerships between businesses, employees, and social service agencies.
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Layoff Aversion Under the Workforce Investment Act
- 1. Layoff Aversion: Preventing & Minimizing Unemployment U.S. Department of Labor Employment and Training Administration Presenters: Tim Theberge Michelle Paczynski 2010 National Reemployment Summit December 14 & 15 - Washington DC
- 2. What does layoff aversion mean to you?
- 16. OJT as Layoff Aversion
- 18. “ Old-School” Aversion ESOPs In Action
- 20. Building a Functional Forecasting Community
- 29. Wrapping Up
- 31. QUESTIONS?
Editor's Notes
- I want to ask for some audience input here. When you think layoff aversion, what do comes to mind? What does layoff aversion mean to you? A lot of people think that layoff aversion simply means preventing a layoff from happening, but in reality, there is so much more to it. There are two sides to layoff aversion. One is actually saving the company. This could be done by minimizing the number of employees that need to be laid off, work-share, company furloughs, employee-buyouts or finding a buyer, linking with economic development, or incumbent worker training programs based on the company. Then there’s the proactive side to layoff aversion, which is that you may not actually be able to save the company, but you can lessen the impact that a layoff event or closure has. This can be by lessening the number of people who file for unemployment insurance, company match, which is linking laid off employees with companies that need trained workers, linking On-the-job Training programs with growing companies, or broader incumbent worker programs. So layoff aversion is really a lot more expansive than simply stopping a layoff from happening.