reduction in workforce

In the medical field or especially, in the health care administration RIF is defined as Reduction in force. Reduction in force is separation from employment due to lack of funds, lack of work, redesign or elimination of a position or reorganization because employee itself is eliminated. Losing your job because of RIF or budget cuts can be extremely demoralizing. RIF may be necessary or appropriate when there is redundancy in roles, or excess capacity within a work group or across work groups. As it is the 10% RIF these might be very minor reduction in the organization which we can take an example of a case where I have to redesign my organization. For example, if I am an administrator of a female garment manufacturing company in which, most of the employees

The purpose of this paper is assessing my strategy and decisions in the simulation Biz Café. Then, I will give my results and explain how I got there. However, there were many factors involved creating these results. In this simulation, everything was left up to me to decide how to run my new coffee shop. There were big decisions at the beginning you had to make to create the overall theme of your business. Then, I was to hire employees, buy goods, and act on specials decisions or react to good or bad customer reactions. This, I will explain more in the following paragraphs.

A challenge that we faced with our coffee shop was making the staffing decisions. We struggled with trying to figure out a sufficient number of managers and servers to hire and an appropriate pay for them. Around the beginning of the simulation, we had a nice amount of servers which resulted in us receiving an award for best staff. After we extended hours, things seemed to go downhill with our staff. As a result, this had an effect on the overall service of the workers. They were not as happy or productive as we had hoped. Our managers were becoming stressed out and our servers were being overworked and even a couple of our servers quit.

This paper has gone over the lawsuit that was filed by the EEOC. It also went over who the EEOC is and what their role is in the lawsuit. It also went over how the EEOC’s press release and the Minneapolis/ St. Paul Business Journal articles different. I have learned that

This case analysis will covers the impact of the McKennon V. Nashville Banner Publishing Co Supreme Court Of The United States Decision in any legal dispute regulated by Age Discrimination In Employment Act of 1967 (ADEA) and others regulation that covers the elimination of discrimination in the workplace, the contribution to payback calculation procedure in this type of legal suit, as well as impact in the workplace environment. The Court held in McKennon established that the employer is

H Company finished the simulation in the second to last position. I believe that is a strong indicator that my competitive intelligence level was low for this simulation. H Company’s Earnings Per Share report increases for year 12 and 13 followed by decreases for years 14-18. My ability to predict the competition was below par. In fact, because I spent more money on the private label brand, I may have ended up putting myself in a worse position. My ability to predict my competitions next move was not good. Every year D Company was able to achieve more market share, while H Company gained less, and less.

The United States Supreme Court, as well as federal district and state courts, defines employee rights and an employer’s liability for employment law violations. Treatment on the job, including hiring, firing, and promotions, must be based on qualifications and merit and not on race, gender, age, sexual preference or how one responds to sexual advances. Yet despite these laws and policies, many employees continue to suffer from workplace harassment and employment discrimination.

The legal process within the human resources department tries to format strategies and alliances that avoid negative activities affecting the employers and employees; however, exhibitions using common sense or compassion can conflict with these guidelines creating inappropriate behaviors. If this becomes the case, disciplinary actions begin bringing about other matters of legal issues. Nevertheless, once an individual believes they have been illegally mistreated, they become more apt to submit a lawsuit for purposes of revenge, financial struggles, or inapt employment securities (Alboher, 2012).

Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Mason, OH: South-Western Cengage

Plaintiff, Pat Thibideau worked at KRS for fifteen years before being fired at age sixty-six. Dahlia Rudavsky, Thibideau’s counsel, insisted that KRS violated the Federal Age Discrimination Act and claimed that KRS has an illegal retirement policy. Defendant proposed that the parties and their counsel should try to settle the case through mediation. To help the parties settle their dispute, Margaret Shaw, in joint session and private caucuses, performs two-team mediation between a terminated employee and the former employer.

Since quarter one was the first quarter of this simulation, I was unaware of how difficult it was going to be to make all the different decisions. Firstly, I had to choose a Company name. Because I was selling computers, I thought that the name “Dev-Tech” was a perfect fit being that this simulation was about development and technology. Next, I had to choose a target segment. I knew going into this simulation that it would be better to invest in the more expensive goods as it would benefit me in the end. The segment that didn’t care about price was Mercedes, so that is the segment that I made my first priority.

This paper will outline a complaint process and illustrate the civil litigation that could follow if the Equal Employment Opportunity Commission, through mediation and arbitration cannot resolve a charge. The complaint is based on a scenario of an employee, named John. John works for a private sector business and he wishes to lodge a complaint of discrimination against the company he works for. This paper will explain the steps that are taken, from the beginning with the (EEOC), Equal Employment Opportunity Commission. The paper will continue explaining the process by illustrating the civil litigation steps from the state level to the highest level of the United States Supreme Courts.

As I get further and further along in this simulation, I have noticed that I am beginning to understand what it takes as a marketing manager in order to be successful. Careful considerations must be made to be sure that the right decisions benefit both Minnesota Micromotors, Inc., and our customers. Our success comes from our customers’ success and loyalty that they have with this company. In finding ways to incorporate the important factors that matter most to our customers is what will bring in new customers and keep our existing ones around for the long hall.

This assignment evaluates the performance of team Baldwin around the success in managing the company over five rounds of the simulation. The assessment will be focused on the round analysis areas with key attention on inventory, profit and contribution margin, emergency loans, and stock price. In addition, the assignment reflects on the areas of improvement and how the team could have developed effectiveness in addressing these key areas in round analysis.

You must develop a plan to downsize 15% of your employee population. Identify the steps you must take.