Well, this has been an interesting few weeks for people in my profession. Let’s review: return-to-work orders from any variety of employers, the very public firings of government officials and folks in the news, and, of course, the buyout offer now stuck in limbo for about 2 million federal workers.

Regarding that last one — holy cow. The offer to resign in return for about eight months of pay and benefits went out to all federal workers in late January. Apparently, the expectation was that 5 percent to 10 percent would accept. About 60,000 may have actually done so, or perhaps 3 percent, before the offer was blocked for legal review.

The whole scenario does make one wonder: What if everyone had said yes? Hopefully that’s a question for literary exploration, and not something we’ll actually face.

While emptying out the entire federal workforce is not a likely occurrence, receiving a buyout offer of your own is not so far-fetched. If that were to happen, how would you respond? Following are some tips to file away, in case you find yourself in this position.

Be clear it’s a buyout and not a layoff.

With a layoff, you are not offered the choice of staying. You will be leaving, but you might get the option of choosing how or when. And, depending on those choices, you might receive a severance package — usually a combination of wages and health insurance, and possibly re-employment assistance. In exchange, you might be required to sign away rights to a future lawsuit or other liberties. No signature, no severance. But you’ll still be handed a cardboard box on the appointed day of departure.

A buyout, on the other hand, provides the option of staying and carrying on as if nothing had happened. It’s not uncommon for a buyout to be offered to employees who would be difficult to fire or lay off for whatever reason, so the package is sometimes enhanced to provide incentive.

In another variation, buyouts might be offered to a selected group of employees, with the anticipation that a second wave of offers could be needed to reach the desired number of resignations. Sometimes the second offer is even richer, but sometimes it’s much smaller. And sometimes there is no second offer, but a series of layoffs instead. Since workers don’t know what might happen after the first offer, making this decision can be quite stressful.

One important point: With a layoff, you’ll generally be eligible for unemployment benefits, as well as related programs for retraining. Those who resign from their jobs — such as workers taking a buyout — are likely to be disqualified for unemployment benefits, having left “willingly.” That said, there are variations and interpretations to consider, so it’s always worth checking.

Read the fine print on the buyout.

Your main questions: What are they requiring (what rights do you sign away)? And what will you get in return? Items to watch out for:

• being limited from working for this employer again if you take the buyout;

• having buyout funds reduced if you find new employment during the buyout period;

• not having a choice between a lump-sum payout or an ongoing payroll check.

Be strategic in your negotiation.

Assuming there’s the potential for negotiation, these things might matter:

• continuation of benefits during the buyout period;

• the ability to obtain letters of recommendation;

• “extras” such as outplacement counseling, job-search assistance or a retraining budget;

• extra money in the buyout itself.

Consider what the buyout will “cost” you.

Are you on track for a promotion or raise? Does the buyout overshadow your annual bonus? Were you about to complete a project that will have professional significance for you? These might be reasons to delay or turn down the buyout, assuming you can be assured of achieving your goals by staying.

Be sure to consider your current liabilities as well. For example, if you’ve borrowed against your 401(k), that money needs to be repaid — can you afford that? Likewise, if you’ve taken tuition money or a hiring bonus based on working a certain length of time, be sure those obligations are discharged by the employer so you aren’t surprised by a bill after leaving.

Now that you’ve looked at some of the ins and outs of a buyout offer, it’s time to consider the decision itself. Come back next week for tips on how to make this decision, in terms of your career and future opportunities.

Amy Lindgren owns a career consulting firm in St. Paul. She can be reached at alindgren@prototypecareerservice.com.