A study examined the effects of plant closing on hourly production employees' attitudes and behavior intentions at a General Electric (GE) plant in Columbia, Tennessee. A survey was constructed and used to collect data from 5 percent of the 400 hourly employees in November 1993, shortly after the announcement of the plant closing. The survey…

Two reviews have been initiated regarding the extent of worker dislocation and efforts by the public and private sectors to assist dislocated workers. One assignment obtained information on the extent of business closures and permanent layoffs from a random sample of 2,600 such establishments via a telphone interview. Information on the assistance…

Considers the changes that have taken place in two-year college personnel policies concerning transfer, promotion, termination, hiring, outplacement, and exit interviews. Discusses the need to formalize these policies. (DMM)

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…

A study examined the issue of contracting out traditional government services and its effect on government employees. It found that local governments contract out for two principal reasons: to cut the cost of providing services and to employ specialized skills and resources unavailable within the government. Findings from a review of the…

Between 1987 and 1990, the work force of the Mare Island Naval Shipyard (Vallejo, California) was reduced from 10,000 to 7,200 employees. The management strategy for moving through this period included the following: (1) using a flexible work force; (2) using Computer-Assisted Manpower Analyses System (CAMAS) flow models to ensure that management…

This publication presents employer and employee perceptions regarding life and job adjustment patterns of dislocated workers. Its intended audience includes the various groups who work with dislocated workers, including service providers and outplacing and hiring employers, and the displaced workers themselves. Chapter I provides an overview of…

A guide to managing employee terminations and resulting changes is presented for administrators. Three reasons for termination that are legitimate, nondiscriminatory, and acceptable in today's marketplace and courts are: cause (serious misconduct, dishonesty, unethical, or dangerous behavior); job elimination (reduction in force, economic…

The Mobility Assistance Program (MAP) was established to assist U.S. Department of Education employees affected by the reduction in force (RIF). MAP's mission was to provide career transition and outplacement job search assistance to RIF-affected employees. It provided these services: job search, personnel support, training, and professional…

A study asked trade union leaders in Pennsylvania about present and future levels of worker dislocation, how familiar they were with programs for dislocated workers, what factors caused job dislocation, and what factors affected the use of existing programs. Data were collected through a telephone survey of all 1,824 local unions who were…