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The Laws and Procedures for Employee Reduction

   

Added on  2019-09-16

8 Pages1569 Words225 Views
REDUCTION IN WORKFORCE

1Table of ContentsIntroduction.................................................................................................................................................2First employee- Mike Smith........................................................................................................................2Second employee- Philip Pierce..................................................................................................................3Third employee- Sally James.......................................................................................................................4Fourth employee- Margaret Jones...............................................................................................................4Fifth employee- Jenny Williams..................................................................................................................5Conclusion...................................................................................................................................................6References...................................................................................................................................................7

2IntroductionThis paper has identified the applicable laws and how they are applied to different employee situations. There have been 5 people on the list out of which the VP of HR is asked to terminate at least 3 employees and 2 employees are to be rolled into any other job. This paper is designed to show how the VP of HR is going to plan out the reduction of the workforce.Here for this paper, I am playing the role of VP of HR and in such capacity, to begin with, the project I need to create a strategic plan in order to design the reduction in the workforce. The first step in this process would be to make a grading scale in order to decide how and in what order to let the people go. This grading should be assigned based on the work related items only, which may include punctuality, productivity, and performance evaluations of each employee on the termination list. It is better to have a grading scale since it can be provided by the company inorder to prove that it has not discriminated against any employee. While looking into all these cases, one need to see if there are any legal implications if the person who has been terminated from the company claims against the company in future. First employee- Mike SmithIt has been observed that Mike is a 34-year-old and thus he would not be falling into the age discrimination act, but since he is an Asian, thus, it is possible that he can claim against the company on account of discrimination against him on the basis of race (Twomey, 2013, page no 420). Also, he would have supporting evidence as most of his coworkers used to complain against him using a heavy English accent. Also, it has been given that a union contract could ask the company to fire by order of seniority. Thus, due to the Wagner act, the company must follow the rules that are a part of the union.

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