Wed, 03/15/2023 - 12:03
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One of the biggest challenges for companies in transitioning to remote work is their handling of layoffs. Having helped 21 companies transition to hybrid and remote work, I can attest that planning for the whole worker’s life cycle, from onboarding to offboarding, is critical as part of effective remote and hybrid work strategies.
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Impersonal layoffs
One of the most significant challenges of remote work is the lack of personal interaction between employees and their managers. In the past, layoffs were usually carried out face-to-face, allowing for a more compassionate and human approach. However, with remote work, many companies are resorting to laying off employees via email.
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Comments
I find this curious.
"What we eventually figured out for my clients was having HR tell laid-off employees to donate to a local charity the furniture and any equipment that’s not cost-effective to return. That way, the IRS doesn’t get involved, since the furniture doesn’t end up on an employee’s W-2 form. And whether the employee actually donates the furniture is up to them (of course, realistically, most don’t, but the tax problem is solved)."
Either the furniture is a real problem or it isn't. If it is, I have an extremely hard time believing that the IRS is going to be happy when they ask about it, and you tell them that "it's cool. Someone other than this employee's supervisor assigned him a task that we had no expectation he would complete, and this means that no taxes were owed."
Also, how did you "eventually" figure this out? Did you ask an attorney, and you are passing on the legal advice you received? Or was there merely a perception of a legal grey area, and this was how you recommended the company show good faith in case of the slim chance that it does become a problem?
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