Remember that “Seinfeld” episode where Jerry starts crying – evidently for the first time ever – and he’s looking at the tears he’s wiped from his eyes with wide-eyed confusion, saying, “What is this salty discharge?!”  Well, I do.  It’s kind of how I felt (minus Jerry’s resulting annoyance) upon reading CareerBuilder’s latest survey, which happens to have…what is this? Uplifting news? 

According to the survey, 41 percent of workers who were laid off from full-time jobs in the last three months have found new full-time, permanent positions, while another 8 percent found part-time work.  Wait.  News about people finding jobs? A positive outlook?  I feel like I’m looking at something I’ve never seen before  - or at least, not in a very long time….I think I like it.

The survey of 807 workers who were laid off from full-time jobs within the last 12 months looks at how job seeker experiences vary by age group and willingness to relocate, take pay cuts or change careers, among other findings.

One not-so-uplifting bit of news, however, is that only 32 percent of the workers surveyed reported receiving any sort of severance package from their employers.  I’m a little surprised – and disappointed – to see that more companies don’t offer severance packages.  I mean, I understand businesses having to cut back, and that they’re not required to offer severance…but offering severance isn’t just a matter of good will – it’s smart business.  

Lee Hecht Harrison recently released a benchmark study on severance and separation practices which found a strong correlation between “how a company treats departing employees and its ability to attract and retain top talent now and in the future.” 

And as I’ve mentioned before, a lot of companies that are downsizing have taken to enlisting the assistance of outplacement firms for the very same reason – to maintain good blood with both departing employees (who can turn into customers) and the “survivors” (who are responsible for the future success of your organization, not to mention some of your best brand ambassadors).

What about you? Does your company offer any sort of severance package? And if not, would you be open to negotiation if approached about it?