Article originally published in SHRM Online on October 23, 2014.

As I previously wrote in another blog article, Common Problems with the Service Contract Act (SCA) Requirements, the requirements under the SCA are difficult to navigate. I have recently received questions on and worked with multiple clients on helping them classify their SCA workers; so here I wanted to go a little deeper on how to properly map your workers to the Wage Determination.

As an HR professional or a senior member of an organization that has conducted a reduction in force (RIF), you are well aware that it is a lengthy, meticulous, and difficult process. So much time and energy is focused on ensuring due diligence, determining what positions may be affected, preparing severance packages, planning for the separation meetings…you get my drift. It’s easy to get so caught up in focusing on the details that affect the employees who will be leaving the organization that appropriate attention isn’t always given to the employees who remain with the organization. Layoff survivors often feel a range of emotions that your organization needs to be prepared for including guilt, anxiety, sadness, stress and anger. The side effects of an organizational restructuring can be physical, emotional and psychological to your employees. So how do you best manage the staff that will remain with your organization after announcing that you’ve just laid off members of their team?

Whether you are a manager or an HR professional, the following conversation probably sounds familiar to you:

A change in your senior management team can be an interesting time for your organization. The change can either go one of two ways: it can be a smooth process where a new leader comes in and helps steer your company to new heights or it can turn into a disaster where the position is open for months at a time and you end up rushing to fill the role. By rushing to fill the role, the organization hires someone who ends up not being a fit. Fast forward one and a half or two years later and that position has turned over again. You are right back where you were 24 months prior and your organization is a little worse than it was previously and the position is still open.

If you ask any IT Director at virtually any company in America which website is most frequently accessed by their employees, they will all answer in unison: Facebook. Despite firewalling and preventative policy, social media has become ubiquitous and smart companies have learned to use it to their advantage while limiting risk.