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Notification Act (WARN)
Planning the Rapid Response Meeting
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- Employee Information Meeting
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Planning for and Avoiding Layoffs
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Planning the Rapid Response Meeting
 Iowa Workforce
Development’s, State Dislocated Worker Unit, has the
responsibility for chairing the Rapid Response meetings. The
Rapid Response meeting is usually held at company facilities
and the inclusion of the media is, therefore, a company
decision. The meeting(s) generally lasts less than 2 hours.
Members of the State Unit and/or a member of the local Iowa
Workforce Development’s WIA Service Provider (e.g., IWD
Regional Manager, WIA Director or his/her designee) will
ensure that the following are advised of the meeting time
and location and request each organization’s active
participation in the meeting:
- Company officials (both management and labor)
- Local WIA service providers and their partner service
providers including, but not limited to:
- Community action agency
- Community college staff [representing education]
- Iowa Division of Vocational Rehabilitation Services
- Iowa State University Extension
- Iowa Department of Human Services
- Community-based mental health provider
- Local credit counseling agency
- Local economic development organization
- Small Business Development Center
- IWD Workforce Advisor and WIA Service Provider Staff
- Other local service providers as identified by the local
IWD office or WIA Service Provider
- Elected officials including:
- State legislators
- Mayor
- Board of Supervisors
Others invited to this meeting may include:
- Representatives of the local Regional Workforce Investment
Board (RWIB)
- Iowa Department of Economic Development
The Rapid Response Meeting Agenda
To begin the meeting an overview of the process and a series
of questions are presented. A round table format is used and
all present are encouraged to contribute. The final agenda
item is
to schedule Employee Information Meetings so all the
affected workers can make informed choices as they face
dislocation.
The tone of the meeting is based on sharing information.
This approach reduces much of the stress felt by the
employer and encourages active, open dialogue. Items
addressed at this meeting include, but are not limited to:
1. A discussion of the planned layoff schedule, positions
impacted, skills and special needs of the impacted workers
and whether the pending layoff is the result of foreign
competition;
2. Benefits offered to the impacted workers (company and/or
union paid retraining, severance, early retirement,
transfers, etc.);
3. A description of the programs and services offered by the
various agencies;
4. Discussion of available funds to assist with transition
and retraining services;
5. Discussion of establishing a Worker Transition Committee;
6. Discussion of a general plan of action for the impacted
workers; and
7. Setting the time and location for the Employee
Information Meeting(s).
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