Hygiene Combats Corona Virus

AB 5 is Wrong – Uber and Lyft are Right

Friends, we should spend our time fighting battles that need to be fought, not making a fuss over problems that aren’t really problems.

California enacted AB5 at the beginning of this year.  Basically, this new law would make it impossible for anyone to be considered a 1099 employee (independent contractor) in the State.  To get this done, California has put together a new test of the relationship between a company and a person to determine if they the person should be considerd an employee or not. Let’s skip, quickly, to California’s answer to this test – NOT.

California, you’ve got too much time on your hands.  Seriously, you should consider getting a job driving for Uber or Lyft in your spare time.  You would, at least, be doing something that would be truly helpful for your constituents.  Uber and Lyft provide a very, very valuable service.  Please, let’s not mess with something that is working this well.

The existing independent contractor law has been up and running for decades.  When a person (or class of people) is misclassified as an independent contractor, the existing regulatory agencies and the courts step in to right things. It isn’t a perfect system, but in general, it is working. There is nothing really broken that can’t be properly redressed with existing law on the books.

Uber and Lyft employees are the very definition of independent contractors (1099 employees).  They set their own start and end times.  They decide when they are available.  They buy and bring their own equipment.  They choose the routes they take.

Uber and Lyft merely provide them with customers.  At best, it is a referral/marketing agreement. Uber and Lyft provide referrals and get paid for doing that.

The result – drivers are making the extra money that they need.  Additionally, for those old enough to remember having to wait long periods of time to get a cab, then riding in the back of a dirty vehicle, often in questionable mechanic condition, driven by a smoker, who blasted the radio, while talking on their cell phone, driving too fast and precariously weaving in and out of traffic, you will know that Uber and Lyft have raised competitive standards in the industry.

Word on the street is that there is even a movement to bring AB5 to federal statutes.

Let’s not do that friends, please.  With Covid-19, we have got enough to keep us busy.  We don’t need another big, government caused mess.  Stop and think through the real ramifications to passing a law like this.  Honestly, it is earth shattering.

Just so you know, I consider myself a fiscal conservative and a liberal.  I want a progressive government that does smart things, efficiently and effectively.  Trust me, government has a long, long way to go to fix what it already has on the books. Let’s please not add to the crushing amount of legislation, poorly regulated and enforced, we currently have.

Instead, let’s spend our time and effort ensuring equal representation and fair treatment for all those who reside in the US, without regard to color, race, creed, national origin, etc. Let’s deal with the major issues first California.






What is outplacement answered by one of the best outplacement companies in the USA!

It may seem immodest to for an outplacement agency to name itself as one of the best outplacement companies in the USA.  It isn’t really because we work really hard to truly help those in career transition.  We actually care about those using our outplacement services and go out of our way to help.  We don’t have “office hours”.  Clients don’t have to make “appointments” with us.  We don’t limit the length of our services (we stay with the person in outplacement until after they’ve found their new job). We are there when there is a need – at 3am if that is when they need to talk.  Helping those using our outplacement services both find a job and find support during the process is our mission and passion.

In this time of the Covid-19 pandemic, we believe it is important to really understand “What is outplacement?”  Simply put, outplacement is:

  • A sign that a company values the people that work for it; that the company takes the practice of “corporate responsibility” seriously;
  • A way to show clients, remaining employees and others that you are doing your best to help ex-employee with outplacement services; reducing negative employee morale hits and negative customer reaction;
  • A way to show the exiting employee that you want to help; reducing negative feelings toward you, the chance of litigation, poor social media reviews;
  • A way to help those in outplacement find a new position much more quickly than would normally be possible without outplacement assistance;
  • A way to ensure that those utilizing outplacement services are truly being helped;
  • A way to provide needed career assessment, resume writing, job search strategy, interview training and a wide range of other related services.

Outplacement is the tangible way a company proves it cares.  The good news is that outplacement is very inexpensive.  Most people are surprised at how affordable it is.  When you factor in that people in outplacement normally get back to work much faster than those not provided outplacement services, and the money you save on unemployment taxes, lawyer fees, employee turnover, etc., the ROI of outplacement is very positive.

Again, due to Covid-19, we’ve made a commitment to use video conference technology (Skype, Zoom, etc.) to meet with those in our outplacement services.  We still want to connect.  Surprisingly, we’ve found that this is very, very effective (saves the person in outplacement a lot of time) and feels very “real” to all concerned.  We’ve always been a “high touch” company – now we are using Zoom, Skype, etc. to make those touches.  We have decided to continue you this when the Covid-19 pandemic ends.  This is a wonderful way to help people.


Outplacement services open the door to future career opportunities.

We’d be excited to talk to you about your outplacement needs.  Please do call Rick at 309.310.5982 to find out how we can help.

Hygiene Combats Corona Virus

Hygiene for Health

Safety Huddle 2012003


Hygiene for Health – Simple Practices to Keep You Safe

There is a lot of concern about Corona virus today.  It is all over the news.

As of today, approximately 1,000 people in the US have tested positive for Corona virus and we’ve had 36 deaths (mostly the elderly and those with compromised health).

So far, 16,000 people have died and 280,000 people have been hospitalized in the US during the 2019-2020 flu season, according to preliminary estimates from the CDC.

I’ve seen many, many potential epidemics come and go over the years – Mad Cow Disease, West Nile Virus, Zika, Ebola, the list goes on.

Please understand, we need to do what we can to stay healthy but not simply because of the Corona virus.

Here are some simple steps you can take to keep yourself and your family safe:

  1. Wash your hands. Believe it or not, this is one of the most important things you can do.  Please use soap, spend one minute washing your palms, the back of your hands, between each finger and around your thumb.  Wash your hands after you use the restroom, before you eat, drink, smoke, sneeze, cough or put your hand anywhere around your eyes, nose or mouth (for any reason).

    I also recommend being careful when you open doors, use faucets, etc. as they often have germs on them.  After I wash my hands, I frequently use a paper towel to clean off the faucet and sink and to let myself out of the door. I then throw the paper towel in a receptacle so no one has to clean up after me.

Please note – If we are out of soap, let your supervisor know so that we can resupply the bathroom with soap and, if needed, paper towels.

I often keep a very small bottle of hand sanitizer in my pocket to use if I sneeze, cough or otherwise need a quick cleanse before I can get to a place where I can wash my hands.

  1. Thoroughly cover your nose if you have to sneeze.

  2. Thoroughly cover your mouth (with the inside of your elbow) if you have to cough.

  3. Avoid close contact with those who are sick.



Safety Huddle 202003

Hygiene for Health





Date of Training:

Time of Training:     From __________      To __________

Huddle Leader:                                                Location:


Hygiene for Health – Simple Practices to Keep You Safe


PRINTED NAME                                 SIGNATURE



Outplacement is a new beginning.

Live Corporate Responsibility!

For years, there has been a lot of buzz about “corporate responsibility” in the United States.  You see the term bandied about everywhere today.  Many organizations are now going beyond the merely legal to reach new heights as truly caring employers and members of their community.

Many companies are now offering employees exiting their your organization involuntarily, whether due to corporate downsizing, a business sale or closing, or termination for cause, corporate outplacement assistance.  These companies are NOT required to do this in most cases; they do it because they want help others when it really counts.

Helping people in career transition with outplacement service assistance is a very meaningful, caring act; but it is also a great business move.  Often the reduction in unemployment payments alone more than pays for the full cost of outplacement services provided.  There are, of course, many, many other positive benefits from providing outplacement services to those exiting your organization – better morale for those remaining with your organization, less potential disturbance to customer relationships, reduced legal exposure, fewer distractions and the full knowledge that you’ve just done something to tangibly help another human being.

Whether you have a need for outplacement services for one executive, an hourly administrative person or your whole business, you have an opportunity to truly help others and demonstrate real corporate responsibility by offering outplacement servicea to your employees.

Outplacement Company Net operates all across the United States.  We invite you to call us or email us today to see how we can help and how truly affordable our services are for your organization.

Dallas 972.391.7220

Chicago 312.880.7741

Central Illinois 309.664.7741


Outplacement services as part of the organizational design process.

Employee Retention is Better than Recruiting 2019

Employee retention is THE key to organizational success today. While a solid overall talent management strategy will include improved recruiting processes, employee recognition, employee training, supervisory training, outplacement services and many other activities, real talent growth starts when a company implements effective employee retention processes.

Many people stress over the tight labor market … and it IS tight.

If you spend a bit more time focusing on how to make the work experience in your organization so welcoming and fulfilling that folks won’t consider leaving you, you will get several big benefits – employee retention and improved production, quality, attendance, creativity, etc.

There are lots of ways to improve your employee retention. It’s time to really to Walk A Mile In Your Employee’s Shoes. A good retention plan starts with a good design – everything from how you recruit, onboarding, train, supervise to how you provide outplacement services for those no longer needed.

Start today … better employee retention is less expensive and stressful than the alternative … you won’t regret it!!!!

PS Employee retention really is neither difficult, nor expensive. To improve your employee retention results all you need is focus and commitment. Once you understand that employee retention has as much value as shipping and receiving, for example, and act accordingly on a daily basis, you will be surprised at how quickly things can turn around. Having said that, there are no “quick fixes” in employee retention – while you will see fast improvements initially in your efforts, unless you truly commit to doing those things that help your employees know that you think THEY are important, you’ll find your long-term employee retention results disappointing.

I recommend that you start your employee retention improvement efforts by doing a “reward audit”. You need to ask your employees how they feel recognized and rewarded for doing their jobs. Most companies are shocked by the paucity of answers they get back. This is where to start … good luck!

Rick Galbreath



Please also visit our sister site at www.performtogrow.com

#business #leadership #management #leaders #talent #HR #humanresources #retention #walkamile #employeeretention #talentmanagement #outplacement #careertransition #workforcemanagement #RIF #downsizing

Tips for Creating an Engaging Resume.

A good resume represents who you are to a prospective employer. A well craftedresume can be very helpful in your search for “the” job.  A bad resume, on the other hand, can hurt your job search efforts.

Guide to a Stronger Resume.

  • Optimize Your Resume for the ‘Scan’.No matter how impressive your accomplishments might be, if your resume doesn’t have a well-thought format, it can fail the ‘scan’ test. Your resume is rarely read from start to finish by the hiring manager. Generally, hiring managers only have time to take a brief look at the format of what you’ve written. If your resume looks clunky, managers will often not invest time to look deeper; they just go to the next resume.

    Make sure you are using an attractive, easy to figure out and read format for your resume. Leave complex designs, fancy fonts and pictures for another time.  Here are some ideas:

    • Use bullet points to highlight important achievements or responsibilities.
    • Reduce the use of underlying and italics, as these only make your resume harder to read.
    • Use wider margins and plenty of white space to ensure hiring managers can easily read and recognize important information on your resume.
  • Use Proper Spelling, Grammar and Punctuation.

    The use of good spelling, proper punctuation and grammar sends a message that you are careful in your work, that you sweat the details and can follow guidelines. With grammar and spelling checking on most popular word processing software programs today (Word, Google Docs, etc.), there is no reason to have mistakes on your resume. Unfortunately, one missed comma or misspelled word can easily result in you being disqualified for a good job.

A Word About Outplacementcompany.net

Outplacementcompany.net provides corporate outplacement services to organizations located in Chicago, Illinois, downstate Illinois, Dallas, Texas, Indianapolis, Indiana and throughout the rest of the continental United States.  Outplacementcompany.net differs itself our competition because of our unwavering dedication those in career transition.  We recognize that what we do impacts human beings lives and act accordingly.  We are here to help!


972.391.7220 (Dallas)
312.880.7741 (Chicago)
309.664.7741 (Central Illinois)

Outplacementcompany.net is a division of Performance Growth Partners Inc. Please see our websites at performtogrow.com or outplacementcompany.net.

4 Reasons Why You Should Offer Outplacement Services to Your Employees

Outplacement assistance is a highly misunderstood concept. While most people view it simply as being there for your employees for a certain period of time after you’ve laid them off, outplacement assistance entails a lot more than that.

Not only does outplacement assistance include helping your outgoing employee draft the perfect resume, but outplacement services in Chicago, Dallas, Central Illinois or wherever your organization is located can also help your employees find “the” job of their dreams. What’s more, with the help of corporate outplacement services, you can also build a reputation for yourself in the market, and build meaningful relationships with your employees.

Still not convinced that outplacement services are actually important? Here, we’re telling you some of the top reasons about the importance of offering outplacement assistance to departing workers that are guaranteed to change your mind.

1. Build Meaningful Relationships

The world today is more connected than ever before. Needless to say, building and maintaining relationships is crucial if you want to make it big in the industry.

With the help of outplacement services in Dallas, Chicago, Indianapolis, or Central Illinois, you can show your employees how much you really care about them, and ultimately build a strong and lasting relationship.

2. Improve Your Brand Image

Since outplacement coaching assistance is one of those additional services that you are not obligated to offer, investing in outplacement service shows that you’re genuinely concerned about the future of employees that have worked with you. While this might not seem like a lot, it’sl gestures like these that go a long way, and can help you build an affinity towards your brand.

By supporting your employees throughout the job-finding process, you can also show how committed you are to staying true to your company values, helping you paint a positive picture in front of the world.

3. Reduce Unemployment

Most outgoing employees are generally too distressed to go about searching for a job without technical assistance and emotional support during the process.

On the technical side of finding a job, those utilizing outplacement services assess their talents and interests and learn to offer compelling answers to interview questions.  They also learn many other things, including how to intelligently, more quickly and effectively find “the” job for themselves.

As you might have guessed, doing with without an outplacement coach can be difficult.

Fortunately, a good outplacement agency walks employees through the entire process, hence playing a part in reducing unemployment. A professional outplacement agency will also explain how you can leverage your talents and skills for better compensation and benefits.

4. Protect Organization From Legal Liabilities

Protecting your organization is absolutely necessary. Hiring an outplacement agency can help with just that.

A professional outplacement service can help you mitigate the risk of legal action being taken by displaced employees, reduce your unemployment costs and show that your corporation truly your employee’s service and efforts.

Outplacement Company is here to help companies that truly care about those in career transition.  Please email us at contactus@outplacementcompany.net or call one of our locations for more information on how we can help.  We provide outplacement services nationwide to help those in career transition. You may also find out more about us at www.performtogrow.com

Dallas 972.391.7220

Chicago 312.880.7741

Central Illinois 309.664.7741

Outplacement services as part of the organizational design process.

What Does A Change in Organization Design Mean for Employees?

Growth is a primary concern for the owner of every organization. Without growth and flexibility as part of its strategy, most organizations will not be able to keep up with market changes.

Even though nearly every organization focuses on growth in one way or another, many business owners and strategists don’t know where to draw the staffing vs. growth line. In an attempt to grow, many organizations expand to the point that it becomes difficult to manage all their operations and employees effectively.

And that’s where good organizational design comes into play.

While growth is important, all of your growth oriented efforts could go down the drain if you’re not smart about your organizational design. Growth, without a proper design and plan in place, increases organizational stress and makes your organization less efficient.

Growth is a primary concern for the owner of every organization. Without growth and flexibility as part of its strategy, most organizations will not be able to keep up with market changes, resulting in shorter- and longer-term business problems.

Even though nearly every organization focuses on growth in one way or another, it’s true that many business owners and strategists don’t know where to draw the staffing vs. growth line. In an attempt to grow, many organizations expand to the point that it becomes difficult to manage all their operations and employees effectively.

And that’s where good organizational design comes into play.

While growth is important, all of your growth oriented efforts could go down the drain if you’re not smart about your organizational design. Growth, without a proper design and plan in place, increases organizational stress and makes your organization less efficient.

What Does Organizational Design Mean for Employees?

A good design will help you improve communications, reduce unnecessary costs and improve your company’s profitability. Often, as a result of your design efforts, you will find out that you need less or different people to do the same or more work. Sometimes, as tough as it is, you need to let people go in order to keep your company strong.

This is a better way of while letting people go as part of the business growth process. By providing terminated employees with outplacement services, you maintain a strong reputation in your industry, with your customers and the employees who remain. Providing outplacement services to those in career transition is a tangible act of true corporate responsibly.

By hiring a Chicago, Dallas and central Illinois outplacement services company that provides career transition services throughout the United States, you can help your ex-employees find new jobs more quickly while doing the right thing as an organization.  By providing outplacement, you show your employees, including the ones that remain with you, that their contributions are valued and appreciated. This expression of corporate loyalty is noted and appreciated.

Seeking outplacement assistance will also help you maintain an employee-friendly reputation in the very tight labor market we find ourselves in today. On top of all this, knowing that you are going to help those leaving your organization by providing outplacement services will help you make the tough decision to terminate excess staff in a timely manner.

Interested in professional outplacement services? We can help!

With years of experience in the field, we at OutplacementCompany.net can help take the outplacement process off your plate, allowing you to focus on flexibility and growth.

Please get in touch today at rick@outplacementcompany.net to find out more about how we can help. We actually care about people in career transition and have a variety of high touch, humane, cost effective programs available to suit every budgetary need.


At this time of year, our thoughts turn to gratitude or thanks for all we have. Let’s face it, our worst day is still 100 percent better than the days of people in a large part of the world. We have roofs over our heads, are warm and dry, and are looking forward to a big meal with family and friends on Thursday. Those reading this obviously have some sort of technology and access to the internet, so that puts you even farther ahead!

I want to take a few minutes to talk about gratitude for your job. If you are employed, you should be grateful. If you have a job you love, you should be even more grateful. There is nothing better than looking forward to going to work every morning, feeling that you are fulfilled, happy and making a difference. If you have a great team and fabulous coworkers, even better. You must be truly thankful if you have great people to work with at a job you love.

What about those who don’t have a job? A large part of my business is career transition and outplacement, helping those who have been separated from their jobs find new ones. It’s hard to be grateful when you have been laid off or fired, especially this time of year. The excitement and joy of the holidays is difficult to enjoy when you worry about making a living. However, there is a silver lining and a few things to remember.

  • This won’t last forever. You WILL get another job. Maybe not today, or tomorrow, but it will happen. If you have an outplacement coach, it will probably happen sooner. You will survive, you have support, and be grateful that this too shall pass. Look forward.
  • You are very likely to get an even better job. Take a hard look at what you have now left behind. Was it perfect? Probably not. You have been given the gift of finding something better; a place that more closely matches your ideal. Be grateful for that gift.
  • You will find your best friends and supporters. The people who truly care about you will do everything in their power to help you. Reach out and ask them. Accept their help with gratitude.

It’s very easy to forget how fortunate you are, even if you don’t have a job right this minute. If you have a warm place to live, food on the table, and someone who cares, you are one of the lucky ones. Be thankful for today, and have a wonderful Thanksgiving weekend.

Outplacement for the Older Worker

As companies ponder downsizing, they usually look toward reducing labor costs. This means the biggest salaries, which encompass the most experienced, longest tenured employees. You may believe someone with years of relevant experience and great job history would be able to easily find another job. That is rarely the case. In reality, experienced 50-plus workers have vastly more trouble finding a new place than a relatively inexperienced 30-year-old.

Hard business decisions must be made at times, and the reality is that salaries and benefits are the largest expense for any company. When downsizing must occur, that’s where it happens. Logically, the biggest expenses – the highest-paid employees – are first.

We always advocate for giving any separated employee outplacement and career transition assistance. In the case of older employees, career counseling and job search support is crucial for several reasons.

  • Like it or not, ageism is rampant in the business world. Companies use various methods such as graduation dates, years of tenure, or job history to piece together information to estimate an applicant’s age. They assume a person will require more money, a higher title, or will be unsatisfied in a lesser position than previously held, even before discussing these issues in an interview. In fact, many older workers have “been there, done that” and will be very happy, loyal and productive in a position for which an HR screener may decide they are “overqualified” without a conversation.
  • The longer a separated worker is unemployed, the more it costs you, and an older worker could be unemployed for much longer as a result of the factors listed above. Unemployment insurance is a significant cost to any business, and the more being paid out, the higher your costs. In addition, if the separated employee decides to bring legal action against you, your legal costs plus settlement costs can be very high. Those who are provided support are much less likely to bring legal action against a former employer.
  • The emotional cost to an older worker can be severe. This is a person who worked diligently and successfully for many years, had the respect of coworkers and supervisors, and is now separated from what may have been a very large part of his or her identity. He or she has been out of the job market for some time, and will need some kind of support to re-enter.

Many companies offering outplacement will offer only very limited support, such as resume review or coaching for 30 days. Any older, separated employee can tell you that is not enough! A job search for a person over 50 will take longer than 30 days, and that person will need encouragement and coaching during that time.

When making the tough decision to separate your older worker, remember the additional challenges he or she will face and offer an appropriate career transition program. It’s the right thing to do, for the worker and for your business.