Legal and Ethical Responsibilities Paper Brian Ruddick MGT/567 Nov 13th, 2012 Dr. Burgoon Legal and Ethical Responsibilities Memo To: Company owner From: VP of Human Resources Subject: Reduce incentives and layoff proposal Sir, as VP of Human Resources, I would advise you to highly reconsider your proposal to reduce incentive payments for salespeople and implementing a month-long layoff for all production workers. Although you are legally within your rights to do
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in public discourse Document Design 4(1), 22–41 © 2003 by John Benjamins Publishing Co. 23 Inger Askehave and Karen Korning Zethsen Communication barriers in public discourse The patient package insert Keywords: Public communication, asymmetrical communication, target group, genre, patient package inserts The production of expert-to-layperson documents in private and public companies is an area of research that is gradually gaining ground in research communities throughout the world. This
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Retention Management Recruitment, Selection and Placement ABSTRACT This research paper covers the retention management process, as it pertains to business. The two types of turnovers, involuntary and voluntary, will be explained, along with the cost and consequences of each. Also covered are reasons why employees are discharged. Details of why companies downsize will be reviewed. Statistical information is noted throughout the paper. Finally, it will reflect on what happens
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can cope with negative emotions that may arise with an employee layoff. I will provide a step-by-step process of conducting the dismissal meeting. I will also take a look at the compensation the company may provide to the separated employee and create a chart to depict the timeline of the disbursement of the compensation. Last, I will predict three ways the layoff may affect the company. Three ways to cope with negative emotions Managers may have distinctive reactions to layoffs because they
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performance by stating an example of two downsizing companies. It explains how although “Company A” spent significant amounts of money providing a severance package for its laid off employees, but failed to explain the strategic purpose of why employees were being laid off. While “company B” senior managers did not offer any severance package but explained the strategic purpose of the layoffs multiple times before its implementation and “company B” employee’s performance were better than it had been
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After carefully reviewing facts about how each candidate benefits the company, I have decided to terminate three of the employees and internally transfer two of the employees. The three individuals that are terminated will receive a severance package. More Beer, Inc. agrees to pay each individual 12 weeks of severance pay. The severance pay will be in addition to the payment of unused accrued vacation pay to which they are entitled. They may elect to receive this severance pay in the form of
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Number of working hours- 9-5 Saturday 9-1 Probation- probation is of three months, within which employee performance is regularly monitored and evaluated. Incase the employee is not upto the mark he is not recommended for confirmation. In some cases task assigned to the employee is of more than three months only then probation oeriod may be extended. After probation period the only difference is that the employee becomes eligible for gratuity We don’t believe in working over time, employees
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Contemporary issues in MHR. Downsizing Downsizing, sacking, layoffs, firing and redundancy are many of the terms used when an organisation plans to trim the number of its total workforce. Unfortuntanately, this has been an all to familiar word for many people, in the wake of the global financial crisis. Hardly a week goes by without been confronted by yet another news of companies laying off employeees or cutting down on costs. Organisations chose to downsize their staff based on various factors
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In 1907, Jim Casey, started American Messenger Company (AMC) with an initial investment of $100. His intention was to offer delivery services of the highest quality at the lowest price to the customers. Later AMC was merged with Motorcycle Delivery Company and company was named Merchants Parcel Delivery Company (MPDC). In 1919, MPDC was renamed as United Parcel Services. UPS commenced its business in China in 1988 through an agent partnership relationship with China’s biggest freight
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stem from debts that have to be paid off or lack of profits, because of a drop in sales, or loss of a line of credit. However, there can be financial consequences from the layoff itself if not done properly, such as the cost of lawsuits or severance packages. More intangible costs to the company's bottom line can result in the form of low morale or lower productivity of workers. Staff Reduction Workers may be laid off if positions have to be cut due to
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