The Asian financial turmoil, Hong Kong Labor Department introduced the policy in the Asian financial turmoil, Hong Kong is entering a difficult period of economic adjustment. In the prevailing economic climate, more and more employers face heavy pressures and the need to cut operating costs in order to maintain operations. At this point, the Labor Department issued policy guidelines on how employers and employees pay cuts and layoffs, and the preamble stated : "In no case should first consider pay cuts or layoffs, should first consider other options. employers should only compelling circumstances to consider pay cuts or layoffs. Those who still good companies should depend on business prospects, reward good performance and high productivity of individual employees. "The third part of the document --" When the layoffs unavoidable, " Labor tell you : What should the employer do one. layoffs is a very serious matter. If no choice, you have to carefully consider some very important factors. The first consideration is that once the layoffs, it is not only the livelihood of the retrenched staff and the future life of a problem. rely on their dependent family members will be affected. 2. In addition to considering your sense of factors, according to market needs, a review of the current and future staffing needs. Employers should set targets of layoff, layoff number, the less the better, we should also consider the fact that The layoffs should be a one-off action, and should again to the office staff made that in the short run it will not make any more layoffs. 3. Another important factor is that when you consider retrenchment, we should conscientiously do a good job of preparation beforehand, to lay off a certain percentage of staff costs. In calculating the costs, you might even change its mind and adopt other cost reduction measures and methods. 4. However, if you read very carefully, is that retrenchment is the only feasible measures will require consultation with the Committee, staff associations or trade unions within a frank and open discussion and to explain to them the company is facing difficulties. 5. You particularly need with the affected employees and their representatives to discuss the details. including the calculation of compensation for termination of contract details. 6. In discussing these issues, you must maintain patience and caring attitude. It will be layoffs or emotional tension, in which case, you must demonstrate an understanding attitude. "In no case should first consider pay cuts or layoffs, should first consider other options. employers should only compelling circumstances to consider pay cuts or layoffs. "the important thing ● items layoffs guidelines should be impartial, non-punitive or discriminatory. In general, you can use length of service, the nature of the work, vocational skills and relevant factors as the criteria for layoffs. ● termination of employment program for the compensation should not be less than "the Employment Ordinance," and stated in the employment contract provisions. ● layoffs in order to ease the blow, and show the displaced employees vigorously support, you should be compassionate employees, Ex-gratia payments. ● regardless of the final decision to pay is the amount, you to each retrenched employees clearly explain the details and the method of calculation of payments. ● Meanwhile, the retrenched employees should receive a company letter head with the recommendation letter, prove that the layoff is due to conditions beyond their control, and the performance of their staff had nothing to do. ● Once inside the body back to normal, in the future, when recruiting employees All had been retrenched employees will receive priority consideration. Support and concern for the retrenched employees of other methods ● in a reasonable period of continued payment of allowances Housing allowances / loans, education allowance. ● If retrenched employees are living in company quarters, employers should take into account employees lose their jobs, have abandoned houses, they have to face the double blow and difficulties. Employers should give employees a reasonable grace period for him to have a chance to breathe, then recover quarters. ● to the retrenched staff to provide counseling and other forms of assistance to help them find new jobs as soon as possible. Since it was suddenly, the employee may not be able to immediately understand all the details of the arrangements, you should have them set up a telephone hotline, Experienced staff and patiently answered layoffs compensation or other payment method of calculation problems and tell them how to obtain other assistance. ● Do not simply because of poor performance of the company intends to dismiss employees is included in the list of dismissals; Although a company has a loss of employment should not be such efficiency is poor and inconsistent performance standards of staff However, these employees should be dealt with through other channels. 7. Layoffs are completed, each of the bad feelings will not suddenly disappear. 不单遭裁退的员工会感到难过，就是留任的员工也同样会感到难受。Regardless of what the actual situation, some office staff may feel that they were the company's trust is unproductive. 8. You should carefully handle the company's relationship with employees, the layoffs later, when you contact staff, staff associations and trade unions within the institution, must be more careful and considerate care. You not only need to maintain staff morale, but also to remove their discontent and frustration, so as not to affect the company's productivity and service quality. 9. When the business started to improve, you should try to re-employ the staff had been sacked. "However, if you considered that it is believed that retrenchment is the only feasible measures will require consultation with the Committee, staff associations or trade unions within the frank and open discussions, fully explained to them the company is facing difficulties. "retrenched employees should do one. If you will be informed speech retreat, you should take the following steps to protect their interests : ● clearly identified in your "Employment Ordinance" and employment and about the rights and interests. Termination of the contract usually includes compensation for salary payment in lieu of notice (if no prior notice), on a pro rata basis of paid annual leave, statutory holiday pay and prorated for the year-end bonus; If you have more than two years of employment, but also entitled to severance payment. ● If you have any queries, particularly if employers to reduce or even refuse to pay compensation for the termination of the contract, You should go to the local Labor Relations Office for assistance, and make complaints, or obtain the compensation due to the amount and calculation methods. You can consult their union views. ● Labor to the LES establishment of the employment centers, job-seekers. ● take this opportunity to participate in the Employees Retraining Board, the Vocational Training Council and the Open University and other institutions of its courses. to enhance your skills and qualifications. 2. In other words, at least on the current situation, you may have to accept lower salaries to more distant locations, even have to adapt to the new mode of work. Willing to accept these conditions are laid off union earlier to find jobs.