Mass Redundancies and Employees

Layoffs are tough for both the employee being laid off and the company for which he/she worked. The situation causes so much uncertainty amongst the remaining employees. The feeling among the employees is; if this happened to them this could happen to me as well. According to Johnson (n.d.), “There is a major disruption in the status quo; relationships are severed, work is redistributed with a probable increase in everyone’s

High employee turnover, where workers frequently leave and must be replaced, leads to increased spending on recruitment and training and can indicate management problems. Employees often have good reasons for moving on but if too many are leaving an organisation, can be very disruptive.

An employee can be legally fired at any time for any reason, unless they are being discriminated against (depending on the state), or if the firing is in retaliation, or if the firing goes against a

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

The company has the right to terminate an employee as long as the termination does not discriminate or

Redundancy is a form of dismissal from your job. It happens when employers need to reduce their workforce or move its operations to a location beyond reasonable commuting distance.

"After the Layoffs, What Next?" is a case study involving the aftermath of the downsizing of Delarks, a Midwestern clothing store chain. In this case Harry Denton, the architect of the downsizing, is able to orchestrate a considerable financial turnaround, but in so doing he alienates most of Delarks' remaining employees and most of Delarks' upper-management. Denton is an inexperienced CEO whose management experience rests solely in managing a national chain's flagship store in New York. Though Denton's restructuring of Delarks' business model will cause Wall Street to take notice and toast Denton's efforts, his inexperience may in the end eventuate in Delarks' collapse. Delark's downsizing was done in a rather abrupt way in which most laid-off employees were entirely unaware that they were about to lose their jobs. The problem Denton unknowingly faced was that the employee-pool at Delarks was very tight-knit where members felt as if they belonged to one big satisfied family, and the unexpected lay-offs caused great distress within the company.

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.

When an employee leaves the company of his or her own volition, it is called voluntary turnover. In this essay, I will discuss why voluntary turnover is a problem for many organisations and how to retain employees.

Even though TUPE protects employees from unfair dismissal, we can fairly dismiss employees for ETO reasons or for genuine redundancy reasons following a fair dismissal

There are legal protections in place for wrongful discharge and may be classified as arising from grounds of constitutional, statutory or common law regulations. As with all laws, some employees are only protected if employed in the public sector, unionized sector, or those employees who hold individual employment contracts. All things considered, the public policy exception to employment-at-will holds employers liable in tort for wrongful discharge when employees are terminated for taking actions that public policy requires. This type of wrongful discharge claim is recognized in about 40 states and if the courts allow the terminations to stand, it would offend and undermine public policy. In summary, employers cannot legally terminate employees

Wrongful dismissal is the term used at common law to denote the situation in which an employee is dismissed by an employer in breach of contract. It occurs most commonly in summery dismissal, namely, without any notice whatsoever. This is justifiable in the case of Laws v London Chronicle (indicator Newspapers) Ltd (1959), stating that “…Whether the conduct complained of is such as to show the servant to have disregarded the essential conditions of the contract of service…”

In acquiescent to the definition that George has given to dismissal. I would like to integrate on the following. Unfair dismissal in the United Kingdom is a component of UK labour law that insists on fair and just and plausible treatment by employers in cases where an employee’s job could be terminated. The Employment Rights Act 1996 regulates this by highlighting that employees are entitled to a fair reason afore being dismissed predicated on their capability to do the job, their conduct, whether their position is economically redundant, on grounds of a statute, or some other substantial reason. It is therefore automatically inequitable for an employer to dismiss an employee regardless of length of service, for a reason cognate to

Turnover of employees can be involuntary or voluntary. When a company "lets go" of an employee who has been a bad performer, has violated company policy, or broken a law it is usually considered involuntary turnover. So are layoffs. More often we speak of turnover in the context of being voluntary, or the unplanned loss of employees who leave on their own accord, but that the

The Nigeria Labour Act covers this aspect, the act stipulates that employers inform the employee involved of the reasons for and length of the anticipated redundancy by applying the principle of “last in, first out” (similar to the Irish employment law) in the discharge of the worker subject to factors such as relative merit, including skill, ability and reliability; and endeavours to negotiate redundancy payments to any discharged employees I the best possible manner (Adeshina, Akande and Aiyepola, 2017). However, companies do not subject its employees to redundancy or follow this method rather an outright dismissal or termination is