Presents case of 34-year-old White female employee relations assistant who lost her job when it was upgraded to personnel administrator for manufacturing, a position for which she was unqualified. Presents employment options available to this client who sought career counseling through the corporation's Employee Assistance Program. (NB)

Responds to case of 34-year-old White female employee relations assistant who lost her job when it was upgraded to a position for which she was unqualified. Suggests three issues to consider in counseling: handling the current situation, analyzing causes of the current problem and how to avoid them in the future, and planning and achieving her…

Responds to case of 34-year-old White female employee relations assistant who lost her job when it was upgraded to a position for which she was unqualified. Discusses information needed by counselor who might work with this client through the corporation's Employee Assistance Program and considers an intervention strategy. (NB)

Describes current outplacement services and provides a rationale for professional counselor involvement in outplacement activities. Greater awareness of the field and its requirements may increase the effectiveness of outplacement services and encourage counselors to develop expertise in this area. (JAC)

Once the decision has been made to dismiss a school executive, the relationship should be concluded in a private manner with adequate severance pay and outplacement services provided. Preparation for potential dismissal can help executives avoid some employment crises and ease the impact of others. (MLF)

To examine some of the psychological issues inherent in the employee termination process and the role of the psychologist in addressing these issues, five-question surveys were completed by approximately 60 human resources administrators in business organizations and interviews were conducted with approximately 10 human resource managers. The…

This report considers the differences among displacement, outplacement, and inplacement and looks at the risks, benefits, and costs of each. Displacement is defined as the termination of employment with little attention given to corporate or individual needs. Outplacement is defined as the pre-planned management of employee termination, addressing…

This booklet offers advice and information for college or university student affairs officers who have been involuntarily terminated. The document addresses initial responses to the news of termination and suggests buying time and seeking legal advice before signing any agreements, talking to those outside the situation, controlling communication…

Investigates the relationship among age, gender, and race relative to participation in self-awareness, action-oriented, and training activities after a job loss. Main effects were found for gender and for Age x Employment status. Implications of the study for outplacement programs, along with study limitations and future research directions, are…

This guide provides information on providing outplacement services for terminated employees and advice on how to terminate employees. It includes a definition of outplacement, criteria for selecting outplacement providers, and guidelines for monitoring the delivery of outplacement services. The Stevens Model of Career Development and the services…

Most literature on job loss concentrates on three stages: situation/condition, consequences, and solutions/responses. Very little literature exists on the transition phase of lost jobs. The reasons for involuntary job loss, also known as displacement or dislocation, are many. The displaced worker may experience both psychological effects and…

A six-state depiction study of dislocated workers in the Pacific Northwest involved interviews at six selected sites and a questionnaire survey of 138 dislocated workers. Data were obtained from structured interviews with employers, union representatives, employment service staff, educators, ongoing service agencies, and emergency assistance…

Despite many employers' opinions that incentive programs for early retirement are humane and desirable, such programs have several undesirable aspects for the retirees and the U.S. economy. The programs are actually termination programs because they function as a way employers can reduce their work force. (In fact, it was the 1973-75 and 1981-82…

This is the final report in a series issued to assist Congress in assessing the problems of worker dislocation and employer practices related to advance notice and assistance provided to workers. A national survey of 2,600 business establishments was conducted to determine: (1) the extent of business closures and permanent layoffs between January…

This book, which can be of value both to professionals in the field and to persons receiving the services, presents an overview of the profession of outplacement counseling. It contains a wide variety of information, including both counseling theory and practical suggestions. The book also contains many brief case histories of actual outplacement…