Free Layoff Essays and Papers

(Plant Closings & Layoffs, n.d.). Next, will begin looking at seniority this is one of the safest ways to proceed in the layoff process and reduce any discrimination accusations (Fallon & McConnell, 2007). While some new younger employees may have needed skills, we must stick to policy. However, we will also consider attendance, performance reviews, and behavior. Each department manager will complete a list of employee that have the least seniority or meet the guidelines set for layoffs. Once the lists

Layoffs are one means by which an organization can reduce expenses with the intent of improving its bottom line. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. As a manager, there are numerous areas for concern in managing the workforce going forward. The human costs related to downsizing are “immense and far-reaching” with one of the most profound being survivor syndrome according to Hanson (2015, p. 187). Also known as survivor’s

reason for layoffs by companies. Today, many organizations are forced to reduce their workforce due to these factors. However, before layoffs occur in organizations, there are numerous steps that have to been taken to ensure effective layoff process. The selection criteria are the most important aspect of organization initial decision to conduct a workforce reduction. Decisions in regards to which employees leave or which employees stay would need to establish before conducting employees layoffs. Personnel

amount of time before they enforce the layoff. Giving the employee a choice to leave immediately or after a two week notice. Employees have responsibilities and families to take care of, which means a sudden lay off can be extremely difficult. With a choice to leave in two weeks the employee has an option to figure out what their next step should be or give them time to file for unemployment. After the hours and years of work put into any company a sudden layoff is showing absolutely no respect for

1. I believe the criteria that should be used to determine potential layoff candidates are job seniority, job performance, acquired skills, and the ability to further develop and assist the company in moving forward. With seniority, employers can determine which employees are the most loyal to the company and those that are the most familiar with their jobs and the objectives of the company. Performance is also an important facet to consider; it makes no sense to retain a poor to average performing

Industry or global shut downs, cost cutting, and spin offs are just a few reasons why employees are laid off. Fallon and McConnell (2007) argue that companies conduct layoffs primarily due to economic issues. Today, many organizations are being forced to reduce their workforce due to these factors. However, before layoffs occur in organizations, there are numerous steps that have to be taken to ensure effectiveness in the process. The selection criteria are the most important aspects of organizations’

do to reduce payroll was to layoff a few employees. This idea has held the attention of businesses for centuries. In the early 1990’s, Dr. Cascio, a psychologist and professor at the University of Colorado at Denver, decided to research how downsizing affects financial performance within a business. Using S&P 500 companies as a sampling pool, Dr. Cascio and his colleagues analyzed 6,418 occurrences of changes in employment over an 18-year span. They found that layoffs did not yield an increase in

All employers occasionally must deliver bad news to their employees, but few bad news situations can compete with the delicate task of announcing layoffs. In an electronic age, when layoff notices delivered via email are quickly leaked to outsiders, CEOs must take into account not only the employees who will be affected by the layoffs, but also the reporters, bloggers, and stock analysts who will undoubtedly see the emails. In an attempt to please these multiple audiences, employers—like the three

and lows, American companies are looking for financial stability by means of a layoff versus other employee friendly processes. In American society, the act of a layoff in terms of seeking financial stability has been present for many years. Business and economics writer for New York Times, Louis Uchitelle, provides insight to the history of layoffs and financial benefits to the American company. Before 1980, layoffs were, more often than not, associated with drops in production and sales, with

Alexus Harris ENGL 1102 Prof. Dale 4/25/2014 Downsizing Working America Layoffs are widely considered to be negative life events associated with depression along with economic decline and numerous amounts of other health issues. Many studies have shown that there is a direct link between physical and mental illnesses that have occurred in former workers and layoffs. Even though there has been proof of these effects and layoffs there is still the fact that there is no way to avoid laying off workers

retirement, limited use of temporary workers and discrepancy spending should be explored first before resorting to mass reduction in the workforce. Given the numerous legal cases in which employees have accused companies of lavish spending during layoff processes, a company should consider taking expense reduction measures. This would show that the company had explored another alternative before resorting to a RIF, and it would also help employers dismiss employees claims that the RIF was not necessary

decline in profits of more than 50% the ability for the company to rebound is being questioned. Global Communications has to take action by improving technology and expanding globally. This will result in outsourcing thousands of jobs overseas and a layoff is expected. Alluding to contractual manipulation and unethical business practices the Union has elected to pursue legal action. Situation Analysis Issue and Opportunity Identification Technology has moved forward at an incredible rate. This

line (Mishra et al., 1998). The term “downsizing” was coined to describe the action of dismissing a large portion of a company’s workforce in a very short period of time. According to online encyclopedia http://en.wikipedia.org downsizing refers to “layoffs initiated by a company in order to cut labor costs by reducing the size of the company.” Downsizing became a familiar management mantra in the late 1980’s and early 1990’s. In fact, three million jobs were lost between 1989 and 1998 (Mishra et al

internationally focused department. Operations also includes: a cue sheet processing department, performance identification, document imaging, and works registration. A couple of years ago my company downsized by using a combination of early retirement and layoffs. The email that was sent out by our CEO was interpreted by the majority of employees to imply that if you were offered early retirement and chose not to take it, that you would most likely be laid off. In response, nearly everyone given the option

achieve these goals is to downsize or layoff several employees. Employees must be marketable and employable and having one set of skills is usually not sufficient to maintain a career in today’s economy. Education, experience, and previous achievements are taken into consideration, but employers are also faced with the risk of lawsuits and slander due to fear of discrimination. FastServe Inc. is now being faced with this dilemma. In order to reduce costs, they must layoff 3 employees, and their decision

Purpose statement The Purpose of this memo is to inform you of what we would like to do with our company, Chocoholics Anonymous, moving forward. We want to address the plan you proposed regarding firing one of our two managers as well as layout why we think this is not in the best interest of our company. Your Concern We understand that your main concern is that the profits of the company are too low, and that in order to fix that you believe we should fire a manager and hire part-time employees

Employee Morale After Downsizing Downsizing has become a significant idea in today's economy and maintaining the trust of employees when something like this takes place has also become very serious business (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994). The question is not whether a company should downsize their employees but how to do the downsizing properly so that as few employees as possible are injured (Brockner, Konovsky, Cooper-Schneider, Folger, Martin, & Bies, 1994)

business while management plays the role of lower the uncertainty and the risk created by the shareholders. In organisations, sometimes restructuring can be down to the shareholders as they wish to gain more profit, which then lead to downsizing or layoffs to meet the shareholders’ desire. While downsizing is proven to be good for organisations in which it can increase productivity of the workforce, it definitely has negative effects for the employees as it heightens employment insecurity and stress

that is depicted in this film decides to lay off most of the employees in the firm leaving only 20% of the workers. However, the firm’s managers do not lay off the workers personally but hire another firm to do this. Without prior warning, the mass layoff takes place in a rather insensitive manner with employees expected to leave immediately. First, the decision by the company to lay off the people without warning is a questionable decision. Though they are offered a severance package, the employees

generally be broken down into three distinct stages. The first stage is called the diagnostic stage. In this stage, management staff pulls together and determines the amount of costs and expenses that need to be reduced, and how much can come out of layoffs (Moore 49). This stage usually takes about two to three months to complete. During this time, the upper management reviews all financial records in order to determine how much must be cut from salary expenditures (Moore 50). This stage is concluded