Downsize In The Workplace Case Study

Butcher, D. (2008, November 13). 5 Strategies for managing employees after layoffs. Industry market trends. Industry market trends rss. Retrieved from http://news.thomasnet.com/IMT/2008/11/13/5-strategies-for-employers-managing-surviving-employees-after-layoffs/

The Equal Employment Opportunity Commission (EEOC) is a “five-member body appointed by the President to establish equal employment opportunity policy under the laws it administers” (p. 827, Twomey & Jennings, 2014). The EEOC is “responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person 's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information” (Overview, EEOC, 2014). These federal laws include Title VII of the Civil Rights Act of 1964, as amended in 1972, 1978, and 1991, along with the Equal Pay Act (EPA), and the Age Discrimination in Employment Act (ADEA).

“As part of the overall procedure, once the need for redundancies has been identified and careful planning has taken place, offering a voluntary redundancy package and then seeking willing redundancy volunteers may avoid compulsory redundancies altogether.” Lisa Ayling. (2014). Redundancy Factsheet. Available: http://www.cipd.co.uk/hr-resources/factsheets/redundancy.aspx. Last accessed 15th February 2015.

employees, their hiring and firing, particularly regarding discrimination. There are Federal, state, and local laws

The United States Equal Employment Opportunity Commission, otherwise known as the EEOC, is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or employee because of the person’s race, color, religion, sex, pregnancy, gender identity, sexual orientation, national origin, age if 40 or older, disability or genetic information. This also protects individuals who have previously filed a complaint or charge related to discrimination or because of personal involvement in an investigation or lawsuit concerning employment discrimination. This coverage includes employers with 15 employees, but that number changes to 20 employees in age discrimination cases as well as labor unions and employment agencies. The laws concerning EEOC apply to all types of situations; hiring, firing, promotions, harassment, training, wages and benefits.

The U.S. Equal Employment Opportunity Commission was established July 2, 1965 and signed by President John F. Kennedy, and it was created by the United States Congress. The Equal Opportunity Commission Office is responsible for enforcing federal laws that make it illegal to discriminate against an applicant or employee because of persons race, color, religion, sex, nation origin, or age. The importance of this Equal Employment Opportunity Commission is to protect employees so they can’t be mistreated, and it also protects the employer from wrongful discharge lawsuits. All commission seats and post of general counsel to commission are filled by the United States President, subject to confirmation by the Senate. The Equal Employment Opportunity

The Equal Employment Opportunity Commissions (EEOC). Enacted in 1964. is responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information, (Sex-stereotyping). The laws apply to all types of work situations, including hiring, firing, promotions, harassment, training, wages, and benefits. EEO Posters must be posted in a visible location in the workplace where notices to applicants and employees are typically posted. ("Equal Employment Opportunity Commissions."

As discussed previously, the WARN Act provides businesses with a safeguard measure to utilize in the event of a shutdown or mass layoffs, but for the federal government, many questions came about in light of the recent furloughs and shutdowns. The WARN Act states that businesses must provide their employees with proper notice, but the furloughs tested that notion due to being unsure of when exactly the furloughs were going to take place. I am currently an employee of the Department of

As a Human Resource Manager, the understanding of the Equal Employment Opportunity laws are initially overwhelming, due to the amount of information dedicated to the subject. However, it is vitally important to comprehend and apply these laws to any organization, in order to avoid claims or litigation. Companies need to educate management to “take reasonable care to prevent and promptly correct discrimination and establish anti-discrimination policies” (SHRM, 2014). The EEOC is not out to get employers, but was “established to administer and enforce the Civil Rights Act at work” (Dessler, 2015, p. 28). Successful compliance with EEOC law ultimately depends on authentic and dedicated belief in the capabilities and value of each individual and cultivates a diverse and sincerely non-discriminating workplace. In my view, the core of this and other civil rights law finds its origins in the biblical worldview, that all men are created equal in the sight of God and are bestowed with unique gifts and abilities. Our law points to the gift of God that we live in a nation dedicated on protecting what God has created.

Federal Equal Employment Opportunity (EEO) Laws-The U.S. Equal Employment Opportunity Commission (EEOC) enforces all of these laws. EEOC also provides oversight and coordination of all federal equal employment opportunity regulations, practices, and policies (2009).

The EEOC laws, or Equal Employment Opportunity Commission, are federal laws that enforce employers to not discriminate against applicants of any background. Discrimination by types such as age, disability, equal pay/compensation, genetic information, harassment, national origin, pregnancy, race/color, religion, retaliation, sex, and sexual harassment are all protected under the EEOC laws. It is also illegal for an employer to “discriminate against a person because the person complained about discrimination, filed a charge of discrimination, or participated in an employment discrimination investigation or lawsuit.” (EEOC , n.d.) The EEOC laws are to help serve justice and to create an equal work environment for people of any kind. The EEOC wants to accomplish the goal of having every applicant to feel at home without being discriminated against. These laws not only affect an employer hiring an applicant however; it affects them in firing, promoting, harassing, training, wages, and benefits. The EEOC’s role is to help find out if any applicant is being discriminated against and to help

Equal Employment Opportunity (EEO) laws have helped shape the workforce today and they have greatly contributed to the introduction of diversity in the working environment. No longer are people rejected of employment based on their race, gender, age, or disability. The labor force has increased from 62 million people in 1950 to over 159 million people in the labor force today (Toolsi). The passing of the EEO laws proved to be a great advancement in the diversity of the workforce and treatment of employees, but it was a tremendous battle to get where we are today. Before the passing of these laws, unequal treatment was normal and discrimination was common among the majority of employers. This made acquiring employment difficult and caused many people to be unemployed. Three Equal Employment Opportunity laws that helped diminish these discriminatory practices were Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, and the American with Disabilities Act of 1990. For each law, I will describe what it enforces and explain the actions that happened in society and the workplace that made these laws necessary. I will discuss important political figures that contributed to the passing of these laws. Lastly, I will examine how each law has improved human resources and has led to better management of employees overall.

Employment or labor laws have been developed to facilitate smooth relationship between employers and employees. Employment laws provide rules and regulations that should govern both the employer and the employees in their places of work. Employment laws discuss issues related to child labor, wages and salaries, retirement, working conditions, compensations, incentives and employment benefits among others. The major objective is to ensure the employer does not exploit the employee and on the other hand, the employee honors the terms and conditions of the job as presented by the employer.

Read the scenarios below describing two different approaches to downsizing. Analyze the downsizing practices utilized by each company, explain which activities/practices you believe would have been both effective and ineffective, and explain why. If you could

     Many steps can be taken to ease the transition of the employees after downsizing occurs. For the employees who were let go from the company, reasonable severance packages should be offered to help the person until a new job is found (Roger & ME, Micheal