¶ … Lay Off Decision
What criteria should be used to determine potential laid-off candidates? What emphasis, if any, should be given to non-job related factors such as personal problems or a spouse's need to work? Explain.
In this situation, it is impossible to use personal situations in order to decide who should be laid off. These issues are too subjective, and it would not be possible for any human being to put aside his or her feelings when judging a single mother's plight with a father who has children in school. It would be impossible to be impartial, and for that reason, no emphasis should be given to non-job related factors. The criteria used to determine the lay off should be based on time with the company, and performance issues. Anything else is too subjective to be used in any meaningful way.
What should be included in a severance package for the laid-off employees? How long should the severance package last?
The company is not currently in a financial position to offer a very generous severance package, and while not required, it does make the termination easier and does seem fair to the employee, especially since they are not being fired for cause. Industry standards allow that a few weeks pay is probably sufficient, and the employer may elect to allow the employee to continue to participate in the company's health care program for up to six months. Beyond that, it is unlikely that any of the individuals are at the level within the company or have even been with the company long enough to support more than this.
3. Are there any potential legal implications in Martinez's decision? Explain your answer.
As long as human beings are involved, there are potential legal implications. It has been noted that Brenda does feel some tension that she is the only female in the unit, but with a shorter history with the company and with documented decline in her performance over the past years, she would probably have little legal standing.
4. How would you handle the termination interview? Explain.
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