SB1856: State Agencies Get Clearer Rules for Handling Job Cuts

Performance reviews now count more in deciding who stays during job cuts

This article was written with the assistance of ai software*

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What does SB1856 want to accomplish?

SB1856 will allow employers to use performance evaluations to be used in determining if an employee stays on the job:

1. Job Cuts and Performance: If there need to be job cuts in Oklahoma state jobs, the people in charge can now take into account if an employee had a low performance review in the last year. This means if someone's work hasn’t been up to standard recently, it might affect whether they keep their job or not.
2. Severance Benefits Update: The bill updates the rules about what workers get when they are let go from their job. It changes how severance benefits (money or help you get when you lose your job) are handled.
3. Voluntary Buyout Benefits: The bill gets rid of some old rules about "voluntary buyouts," which were options for workers to leave their job in exchange for certain benefits.
4. When It Starts: All these changes will start on November 1, 2024.

Who will benefit from this new law?

✔️State Employers and Managers: The law gives them more flexibility to make decisions during job cuts. By considering recent job performance, they can make more informed choices about who stays and who goes, which could help improve overall job performance within the state workforce.

✔️High-Performing Employees: Those who have done well in their jobs might be less worried about losing their positions. The focus on recent performance reviews means that employees who have been doing a good job are more likely to keep their jobs.

✔️Taxpayers and Public Services: If job cuts are managed more effectively, it can help make sure that state services are run more efficiently. This might lead to better use of taxpayer money and improved public services.

✔️State Agencies: By updating rules on severance and removing old buyout options, state agencies might have a clearer and simpler process for managing job cuts and staff reductions.

What are some concerns people might have about this law?

⚠️Increased Job Uncertainty: Employees with recent poor performance reviews might feel more insecure about their jobs. This could lead to stress and reduced morale among workers.

⚠️Potential for Unfairness: Relying heavily on recent performance reviews might not always reflect an employee's overall abilities or contributions. There could be cases where good workers are let go simply because of a few bad reviews or temporary issues.

⚠️Impact on Morale: Knowing that recent performance reviews will be a big factor in job cuts might lead to increased anxiety and lower morale among employees. Workers might feel pressured to constantly perform at their best, which could affect their well-being.

⚠️Changes to Severance Benefits: Updating rules for severance benefits might mean less support for employees who are laid off. This could make it harder for them to transition to new jobs or manage their finances after losing their position.

⚠️Loss of Voluntary Buyout Options: The removal of voluntary buyout benefits might limit options for employees who want to leave their job voluntarily with some benefits. This could reduce flexibility for both employees and employers in managing workforce changes.

⚠️Potential for Bias: The emphasis on recent performance reviews could lead to bias or favoritism. If reviews are not conducted fairly, this could impact who gets to stay and who has to go, possibly leading to issues of unfair treatment.

This bill was signed into law on May 23, 2024 and goes into effect November 1, 2024.

➡️Is this something that you think Oklahomans need? Will it benefit the county you live in?

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Hi, I'm Judy! I love talking about the area I live in and what affects us. Follow me if you'd like more stories like this.