Question

Review the discussion question and answer below. Do you agree with the answer? why or why not? Give your opinion.

Discussion Question: In today’s economy, it is inevitable to layoff or communicate negative information with employees. Is it ethical to fire by email and/or text messages? What is your strategy to convey negative messages to employees?

Answer: In today's economy layoffs are indeed an inevitable event. Nobody wants to be laid off from a job that they need to pay their bills because of the uncertainty that follows. Because of this, how a business goes about conducting their layoffs is just as important as making the decision to lay workers off.

Once a business decides that they must conduct layoffs they have to then communicate the decision. As we move forward into the future we acquire more and more ways to communicate. Some of these methods are very impersonal, such as texting, email, and social media. With this in mind I do not think it is ethical in most cases to layoff workers using methods such as text messages or email. Employees deserve to learn this information in person because they are going to have questions about the process and the options that are available to them. Impersonal methods of communication are notorious for having long wait times in between responses and these people need answers now. In certain extreme circumstances it could be appropriate to conduct layoff in an impersonal way. An example would be the COVID-19 pandemic that we are currently experiencing because the importance of avoiding contact people would outweigh other considerations. In this situation it would be important for a business to be able to quickly answer inevitable questions through the method that they chose, whether text or email. A business also needs a strategy on how to proceed. They need to know when layoffs will take effect, how they will go about separation packages, and what resources will be available to employees during the transition. When the layoffs take effect is an important consideration because there could be legal implications. For example, the Worker's Adjustment Retraining and Notification Act requires companies employing more than 100 people give 60 day notice if impending layoffs will affect 50 or more employees. In a position to announce layoffs I would make sure that I'm informing employees in person. I would let them know at a minimum 60 days in advance so that they can start their search for other work as soon as possible. We would offer the affected employees outplacement counseling if they wanted it and would write recommendation letters is asked to assist in the job hunting process. Layoffs are a tough time for employees but with these steps a company can mitigate anxieties and assist employees in their transitions.

Answer 1

Indeed, I concur wiith the appropriate response since it gave a correct methodology on the most proficient method to speak with the representatives if there should be an occurrence of lay off occurs.

In the event that there is an individual should be cutback, at that point an up close and personal conversation with the supervisor and HR can be occur however on the off chance that a gathering of representatives should be lay off at that point, HR starts to lead the pack and ought to illuminate workers well ahead of time and representatives ought to be offered alternative to change the activity job with the avaiable employment job, if conceivable.

At that point , in the event that no decision is left, at that point HR ought to educate workers and can have a gathering with the gathering and can listen their anxiety.

Workers may request ,remuneration which can be haggled with the managemnet and most ideal soultion can be conveyed to representatives through mail.This is likewise a reported rendition and workers assent can likewise be taken on mail.

Email is the most ideal approach to convey data in company.So, I do concur with the appropriate response above.