As we step into the strategic planning phase for 2024, Human Resources (HR) professionals are facing an essential task: reevaluating and recalibrating HR policies to better align with both employee needs and organizational goals. A critical, yet often overlooked aspect of this reevaluation is the approach to severance programs. The traditional severance package, though tried-and-true, may not always meet the evolving needs of departing employees. This is where Supplemental Unemployment Benefits (SUB) come into play, offering a strategic, efficient, and empathetic alternative.

The Limitations of Traditional Severance Packages

Traditionally, severance packages have been straightforward, offering a lump sum or continued salary for a fixed period post-separation. While they provide some financial cushion, they often fail to align with the diverse financial realities and individual needs of employees, leading to less than optimal outcomes for both parties involved.

The Strategic Alternative: Supplemental Unemployment Benefits (SUB)

SUB plans present a more nuanced and strategic approach to separation pay, addressing several limitations of traditional severance packages.

Advantages of SUB Plans

1. Tax Benefits: SUB plans are considered a benefit by the IRS, not a wage, thus not subject to payroll taxes for both employee and employer.
2. Integration with State Unemployment: Contrary to popular belief, receiving severance doesn’t typically prevent employees from filing for unemployment benefits. SUB plans integrate efficiently with state unemployment benefits, streamlining the process.
3. Optimized Cash Flow: Instead of a lump sum, SUB payments are distributed weekly, easing the company’s cash flow while providing continuous income to former employees.
4. Cost-Effective: SUB plans can significantly reduce financial outlay for employers, often by up to 50%, without compromising on the support provided to departing employees.
5. Financial Stability for Employees: By maintaining a weekly income, SUB plans help employees manage their finances more effectively during unemployment.
6. Boosting Employee Relations: Implementing a well-structured SUB program can enhance the organization’s reputation as a supportive employer, potentially boosting morale even among those facing separation.
7. Flexibility and Compliance: SUB plans are adaptable and compliant across all 50 states, allowing customization based on location, division, or employee level.

Implementing a SUB Plan

Steps for Integration

1. Evaluate Current Severance Program: Identify the strengths and weaknesses of your existing severance approach.
2. Design a SUB Plan: Align the plan with your organization’s culture, values, and financial capabilities.
3. Effective Communication: Clearly convey the details and benefits of the SUB program to employees.
4. Compliance: Ensure that your SUB plan adheres to IRS and state regulations.
5. Administrative Rollout: Implement the necessary administrative and financial mechanisms for the SUB program.
6. Partner with Experts: Consider collaborating with a third-party administrator for designing, implementing, and maintaining compliance of your SUB plan.

Conclusion: A Win-Win Solution

As HR professionals gear up for 2024, incorporating SUB plans into their strategic HR planning can offer a more tailored, empathetic, and financially prudent approach to employee separation. This shift not only reflects an organization’s commitment to its workforce but also positions it as a forward-thinking and employee-centric employer. Embracing SUB plans can transform severance from a routine administrative task into a strategic component of HR planning, benefiting both the organization and its employees.