Question

11. Once all employees have been designated for layoff, what should HR do before the layoff is implemented? Why? 12. What steps can an employer take to minimize the possiblity of terminations being overturned by legal actions? Why? 13. Assuming that a significant number of skilled employees are designated for layoff, how can an organization assist these workers following dismissal? Can an organization protect selected skilled workers in a layoff? Why or why not? 14. Why is it advisable that human resources provide individual meetings with each emplouee that is terminated in a workforce reduction? 15. should an employee who is about to be discharged for cause be allowed to resign? Why or why not?

Answer 1

11.

The HR function should go for one to one counselling of each employee before they are laid off by the organization. In this counselling process, the HR should properly convey the just reasons for the employees getting layoff by the organization. The HR should also organize training, if any for the employees so that they can be accommodated in new jobs in the market. It will help the organization to dissociate with the employees on good terms and employees also leave with a positive mindset.

12.

Following steps should be taken by the organization to minimize the scope of overturning of the termination:

A. identify and illustrate the just reasons for termination or lay off

B. Provide adequate compensation or meet the commitment as mentioned in the employment contract

C. Ready all valid reasons of termination as per EEOC laws, title VII of civil rights act 1964, Americans with disabilities act and other employment laws.

Above preparations are important, because employees will go to the court of law and claim for the discrimination on different basis and they are laid off. So, to face such challenges successfully, it is important for the organization collect all the facts, data and information that can be furnished as per the laws that confirms the layoff is as per the prescribed guidelines and no nay discrimination is done in layoff of employees.

13.

Organization can assist these employees in different ways. The first way is to offer the skill enhancement training program that will help the employees get absorbed in new jobs. So, transition from one job to another job, will be easier when the organization helps. The second way to help is to offer volunteering opportunities in other organization for a fixed period of time at lower compensation package, but with a commitment to absorb them after the completion of the volunteering period. It will help assure the skilled workforce to work somewhere else for some time and comeback again with more depth in knowledge level.

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