Layoff Case Study Analysis Paper

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/

If Avie is required to lay off some employees hired for the third shift, the best way to determine who should be laid off is based on seniority and/or ability. The ability of employees to change jobs and learn new skills, along with their performance is heavily weighed when making layoff decisions. Since Avie is not unionized, layoffs to senior employees can still occur. The practice of using seniority as the basis for layoffs may have an impact on women and minority groups who often have less seniority than others.

Layoffs are not always the best solution for a decline in company profits. A business must resolve the conflict that exists between their responsibility to meet economic targets and the ethical responsibility of non-maleficence. Furthermore, it must be determined if the layoffs would even maximize stakeholder welfare from a utilitarian perspective (Arce & Xin Li, 2011).

As the Vice President of Human Resource for Moore Beer, Inc., it is my duty and responsibility to direct all of Moore Beer, Inc. employees in accordance with the company 's policies and procedures as well as abide by all the laws that are put in place to protect employee’s rights. Moore Beer, Inc. has suffered a decrease in sales profits, as a result the company is reducing its workforce. The President of the company asked me to look into the five employees listed below and decide who to terminate as well as provide the reason why the termination is necessary. My job is to terminate three out of the five employees.

A medical office needs to be compliant with employment laws; this will ensure they do not have lawsuits that could patiently put a company out of business. This also helps the offices run smoothly and free from errors. There are several employment laws a few of them are the American with Disabilities Act (ADA), the Employee Retirement Income Security Act (ERISA) and the Health Insurance Portability and Accountability Act (HIPAA). The American with Disabilities (ADA) is when an employer is to provide reasonable accommodation to an employee with a known mental or physical limitation, or a qualified individual with a

Tournament is a kind of reward system where fixed rewards are used for a fixed group of people and the “distribution of rewards is based on the order of the participants’ performance” (Lazear & Oyer, 2009, p. 9). In this particular situation, four agents in one of Mitch & Murray’s offices are given a strong incentive to succeed in a sales tournament. Mitch & Murray uses a set of prizes that diminish in value as a person’s relative performance gets lower. The top seller will win himself a Cadillac, the second will win himself a set of steak knives, and the others will be out of job (Glengarry Glen Ross, n.d.). In response to the given prizes, four agents react in different ways.

The salary rates the business is presently paying for the individual positions fall well within the wage cure; however, modifications will be as followed:

The third alternative was to perform a job analysis of the less competent employee to determine their place in the practice. The use of job analysis to determine if the job duties assigned to the employee are above their competency levels. I will also assess their ability to perform their job duties. Once the analysis is perform it can be questioned whether the person can be moved to another appropriate position to decrease the workload of other employees.

The 1964 civil rights acts protects you from any act of discrimination and this could be detrimental to the company if Haimes says there is a kind of discrimination by the company. After several analyses it was decided to continue with the decision to layoff Haimes although this remains to be seen in court since Haimes joined an association to protect the gay community and will go against us for discrimination by sexual orientation. Sarah Boyd is a lady who has a lot in the company but its overall performance is average and does not have any special achievement, though it is painful for many years working in the company this is the second SELECTED for layoff. We were initially concerned that his age and the Age Discrimination Act could affect our company, but we had doubts that it would go against the company to which he had so much respect and for which he had worked for so many years. After evaluating and analyzing deeply Mrs. Boyd's situation it was decided to talk with her and her supervisor and explain them that layoffs in dispatch are inevitable and work out to make a severance package that is fair and acceptable to Mrs. Boyd and to the company. Jenny Mills is the third selected to layoff; her work is average and has no special achievement. Although his work is satisfactory overall their performance skills are not critical. In spite of that I and the lawyer and other people felt it was the best decision we were afraid there was something that could

You are receiving this written warning for insubordination and failing to comply with procedures for requesting time offjob abandonment . More specifically:

I have called this meeting because it is my duty to let you know that you has been terminated in our company. This means that you are being laid off and Human Resources will work with you to complete your transition. Here is your official Notice of Layoff. As you may know, we have done everything possible to minimize the impact of these changes on our each department, however, we still need to implement some very difficult decisions. I would like you know that this action is not easily taken, and is made after long and careful review of many options.

Joyce White had to be extremely patient with her because she saw that the employee did not understand what the issue was. Then the employee turned sixty, so Joyce White could not terminate her because of Human Resources. Joyce White said that she was no the kind of person to just fire someone because she said if she saw a gleam of hope, she would keep working with him or her. Joyce White kept working with the employee until they decided to retire early. Joyce White’s favorite aspect of her job is engaging and interacting with the volunteers. She loves making rounds every day to visit them. Her least favorite part of her job is when she has to tangle with other departments who do not always listen. For example, a new building will start construction soon in the back of one of the parking lots and that means that there will need to be patient parking close to the building. This will cause volunteer parking to be extremely difficult and far away from their

It appears that unskilled family members had been hired to fill slots in the design, sales and finance departments, their pay was not commensurate with their ability. The hireling of these three employees adversely affected employee morale. A request for the review of all hiring records was submitted.

The author's best point is one of the best solutions; transparency. Managers should allow people the autonomy of reacting, working through, and coping with a layoff in their own way. Transparency is the most respectful approach that management can take as it shows them the truth of the situation and explains the steps being taken and why. I would add rather than trying to find another position within

SUBJECT: Information Paper 1. Purpose: To provide facts and overview of the HR Information Systems 2. Facts: a. The Enlisted Distribution and Assignment System (EDAS) is used to manage enlisted assignments, promotions, and personnel information. This system is also used to assist managers when conducting strength accounting, Unit Status Reporting (USR), and personnel readiness management. The EDAS system is used to provide interactive updates capability to post information directly to the Total Army Personnel Data Base (TAPDB) to those authorized users including field users to delete or defer Soldiers.