Dismissal Meeting 2

Once the meeting has been determined the manager should pick a location in which the meeting can be conducted. The preference is a location in which there will be some type of barrier between the manager and the employee. The manager should position the room in such a way that the employee doesn’t have to cross paths once the meeting has ended. While the meeting is going the manager should open the meeting explaining the reason for which they are meeting.

On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity

Delivering layoff notice to the employees of a company is not one that is easy to do and should not be taken lightly. The employees who are affected by the WARN notice should know that you care about them and their well being and that your concern does not completely lie with the survival of the company and its bottom-line. The letter that Bob Nardelli sent to the employees of Chrysler begins with a negative introduction to his statement and that feeling does not diminish throughout the message. Employees can sense this from the beginning and would likely be more responsive with less negativity. Throughout the initial paragraph, Nardelli is explaining how business has changed and sales have diminished recently (Bob Nardelli, 2008). Instead of

If the employer has a payroll in Ontario of at least $2.5 million, and the employee has given at least five years of service, the employee is also entitled to statutory severance pay of one week per year to a maximum of 26 weeks.

They will also be made aware of the reason for the redundancy dismissals and the number of the proposed redundancies. The process of selection and what procedures will be followed during this challenging time will also be made clear to each employee that may be affected. Last, they will also be made aware of the method of calculation of the redundancy pay they will receive if they are selected.

Some employers choose to offer their employees a severance pay for employees that are terminated voluntary or involuntary. Although there are many reasons for offering a severance the main reasons for offering a severance package are to soften the blow of an involuntary termination and to avoid future lawsuits by having the employee sign a release in exchange for the severance (SHRM, 2012). It is highly unlikely that a company would offer a severance package to someone who is terminated for poor performance such as the case for Jeanette. As such, In the event of Jeanette’s termination, I would not recommend a severance package or benefits for Jeanette extending past the date of her employment. Severance packages are based on several

A severance package is the contracted pay and benefits provided to an employee whose job is terminated. Severance agreements specify what will be provided, as well as terms and conditions under which the employee might forfeit some or all of his rights

Alternatively, if the employee’s termination is considered voluntary a liability will be recorded when the employee leaves the company (ASC 712-10-25-1). In order to answer this question we need to establish the communication date in the case. After establishing the communication date we need to determine if all criteria presented in ASC 420-10-25-4 are satisfied. An additional issue is if the past one-time severance benefit offered to employees being terminated could be considered an enhancement to an ongoing benefit arrangement. If it is considered an enhancement, the liability would be recognized when it is probable that a future settlement will be reached (ASC 420-10-55-18).

According to the U.S. Equal Employment Opportunity Commission, a severance agreement is a type of contract between you and your employee, which stipulates the terms of his or her termination. Essentially, these types of agreements are a type of release. The worker signs the contract, agreeing that he or she will not take legal action against you or your company. In exchange, you provide him or her certain benefits.

The main primary stakeholder in this ethical decision is the employee. The employee is effected by this decision because they are the one whose job is at stake in the end. The benefits of an employee being terminated are that if they have an issue in their life that is permitting them from performing their best, it may give the employee time to find a solution to the problem. It also may give them a chance to start work with a new employer and get off on a better foot. In the employee’s case, the harms outweigh the benefits. A harm of a person being terminated is that they lose an income. If the employee is terminated they no longer have any money to be supported by. This would cause a great financial harm to the employee. This may also cause a harm to a person’s identity. Some people find their identity in their job. If a person is let go, they may think they didn’t perform right or something is wrong with besides the idea of their non-work issues interfering with their

In addition, in order to prepare for the meeting, I would prepare the termination packet for the employee that would essentially include the termination letter stating

Some of the employees that have been with the organization for a long time may be looking to retire or would be interested in a severance package:

Downsizing; everyone has heard about it, talked about it, been a victim of it, or even had to implement it. Reports of downsizing occur frequently. I have repeatedly read the newspaper, watched the news on television, or listened to the radio and heard about mass lay-offs. There have been times that I have felt pity for the various people who lost their jobs, and there have been instances that I have not given it a moment’s consideration. I just thought, “I’m so glad it is not happening where I work!” Fate, it seems, is not without a sense of irony.

The business impact of good and bad attrition can be felt in both tangible and intangible ways. According to few researchers the tangible aspects are:

Companies usually reserve them for executives at the top of the organization chart, and these contracts establish an agreed-upon compensation package that the employee would immediately receive upon termination. The benefits package usually includes a list of specific terms that explain what the terminated employee will receive.