Taking the Next Steps

Severance packages are outdated. While many companies continue to rely on these traditional methods to manage layoffs, they often fall short in providing long-term benefits for both the employer and the employee. Enter Supplemental Unemployment Benefits (SUB), a modern solution that’s changing the game.

In today's ever-changing job market, where economic uncertainties and unforeseen circumstances can disrupt employment stability, having a safety net in place for employees is more crucial than ever. Supplemental Unemployment Benefits (SUB) plans have emerged as a powerful tool for both employers and employees to navigate these challenging times. In this blog post, we will explore the significance of supplemental unemployment benefits and how they can provide a lifeline of support during periods of job loss.

Transitioning to a Supplemental Unemployment Benefits plan is a big decision, and is not something which can be done overnight. The implementation process takes careful planning and a keen eye to ensure your employees receive the most effective benefits in their transition from the company. Outlined below are the main scenarios when you might want to consider incorporating a SUB plan with your process.

Company sponsored healthcare is costing the federal government an estimated $250 billion per year in tax subsidies from premiums alone, and the Affordable Care Act is out to change that in a big way.