Elemira Heights Case Study

The employees being laid off are major stakeholders as their means of living in jeopardy. In addition, as a result of the layoffs, the local economy will be effected. The culture of inclusiveness was one of the things that attracted Dennis to the company and the layoffs could seriously damage the institutions culture (Gentile, 2009).

When senior executive at Best Employer Company (Heather) was vacationing in the USA, she expected to return injury free. As Human Resource Manager, it is my responsibility to familiarize myself with the company benefits and inform Heather of the details. I feel the information below is well researched and offer good support about why I selected each benefit.

Furloughs – an alternative practice to layoffs where workers would take unpaid leaves but still remain employed- could also possibly be a viable option. Furloughs would allow Honeywell to preserve its workforce, yet they could also possibly pose a number of challenges. They were a also a challenge logistically. To implement them they had to comply with individual state laws and also laws in other countries where they did business.

All of the provisions of the FMLA were successfully met for this particular employee. FMLA allows 12 weeks of unpaid time off.

The company is covered under the Family Medical Leave Act of 1993. The employee was eligible for unpaid leave, gave notice, and was granted unpaid time off. The employee was reinstated to the same position upon return to work with the same salary.THE COMPANY DID NOT VIOLATE THE FAMILY MEDICAL LEAVE ACT OF 1993.

Employees are expected to return to work immediately upon release by a health care provider or at the expiration of the approved leave of absence. At the end of the leave, the employee will be reinstated to the same or an equivalent position. If the employee does not return to work upon release by a health care provider or at the expiration of the approved leave of absence, the employee will be considered to be absent without authorized leave and subject to disciplinary action, up to and including termination. An employee who has been released by a health care provider to return to work and fails to return to his/her employment may be held responsible for costs incurred by the County

ELMIRA HEIGHTS (WENY) - The names of the two teenage boys who police say set fire to a warehouse in Elmira Heights have been released. 16-year-old Steven Fenner and 16-year-old Kurtis Mayes, both of Elmira Heights, have been charged with arson.

Lynn Haven Ladder 1 was dispatched to the listed location for a motor vehicle collision. Ladder 1 arrived on scene to find a two car collision, compact sedan vs pick-up truck, with the sedan coming to rest in the middle of the roadway. The compact sedan had moderate damage to the front bumper and engine compartment and the pick-up truck had moderate damage to the front and rear driver-side cab. FD check both drivers for injuries; driver of the sedan complained of minor chest pain DT being restrained by his safety-belt. He denied any additional medical care. The sedan was removed from the roadway by PD, and FD cleared all debris and leaked fluids.

Howe had to conclude that the employees were correct on many of these points, so she suspended the merit plan at the end of the ski season and promised to re-evaluate its fairness. Even more convincing were several indications that productivity problems were not limited to molder employees. Complaint about customer service increased 20 percent during the year. Although Howe mentioned this to employee in the stores when she visited and asked the store managers

At the start of 2012 the company introduced a “no sick benefit” i.e. if an agent has no sickness from January – June they gain 1 extra day of holiday and if there is no sickness from July – December then a further 1 day of holiday is granted. This could be a reason for the general improvement.

28 days holiday (paid) for full time employees (part-time employees would receive this on a pro rata basis);

Opposition from Unions in different subsidiaries against the layoff could cause serious problems like high severance package and possible strikes

-Employees who have the following reason should get up to 12 weeks of unpaid leave: own serious illness, birth and adoption, and take care of a seriously ill child, spouse, and parent. (We guarantee your position with no loss of benefits at the end of the leave)

Severance pay was provided to those employees not matched to vacant positions. In other words, if the company offered an employee a comparable position (even one involving a transfer) and the employee refused the new job, no severance benefits were paid. Relocation packages were provided in the case of job transfers. Finally, the organization offered outplacement services to displaced workers.

|benefits, transition services for those being downsized, and adequate attention to "survivors" - the employees left |