To our staff colleagues:

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HACC administrators recently made staffing changes that affected members of our community in very real ways. While these positions were not part of the bargaining unit, the people in them were very much part of our daily work, our relationships, and our shared commitment to students. We want to take a moment to acknowledge that.

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To those who were let go: We see you. We know the care you brought to your work every day, the consistency you showed up with, and the ways you supported students and colleagues, often without recognition and much needed support. What happened was certainly a professional disruption, but more importantly, it was a human one. The way this process unfolded did not reflect the level of dignity and respect that your contributions deserved. 

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If you are feeling anger, confusion, grief, or a sense of disorientation, those responses are valid. Research on job loss consistently shows that while this kind of transition seems like it’s just about employment, it actually touches identity, stability, safety, and belonging. Please know that your work mattered here, and it will continue to matter wherever you go next. We will miss you. 

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To those who remain: We want to talk about something that often goes unspoken and unrecognized, especially because organizations love to simply “move on” after difficult events and shocks to the organizational system. When layoffs occur, the experience does not end with the people who leave but changes the conditions for everyone. You may be noticing a mix of emotions such as shock, sadness, unease, relief, or a shift in how you understand your role here and the people within the organization. You may be working differently, thinking differently, or questioning things that once felt settled. You may experience a deep sense of mistrust in what the organization says it is versus what it shows it is. 

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We have a name for this: Research describes it as “survivor response,” which often includes increased stress, reduced trust, and a sense that the ground has shifted. These reactions are not signs that something is wrong with you; they are signals that something significant has happened around you. 

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In moments like this, organizations often move forward quickly without fully acknowledging these effects. That doesn't mean the effects aren't real. It means that the work of making sense of what happened often falls to the people who experienced it; the architects of the decisions often want people to “move on” to avoid the difficult and uncomfortable human accountability that accompanies organizational decisions. 

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So what can we do?

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We can check in with one another in ways that go beyond surface-level conversation. We can share what we are seeing and feeling rather than pretending everything is unchanged. We can support colleagues who may be struggling, even just individually. We can be honest about what we're experiencing. We can avoid impulses or pressures to "just move on." We can pay attention to how trust is built and rebuilt in the aftermath of decisions like this.

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And we can remember that there are ways to structure workplaces where these moments look different.

 

One of the core functions of a union is to ensure that when difficult decisions arise, there are clear processes, transparency, and accountability built in. Our job is to ensure that people are not left to navigate these moments alone and that dignity and respect are not treated as optional.

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For those across our organization who are not yet part of a collective structure, we hope this moment offers something to reflect on. There are ways to do this work differently. There are ways to ensure that people have a voice in the conditions that shape their working lives. There are ways to ensure dignity and humanity, even in difficult circumstances. 

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We remain committed to building that kind of environment with you. 

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In solidarity,

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HACCEA Leadership

 

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