Layoffs / Human Resources
Scenario 2: Layoff/Severance Scenario
After eight years as a marketing assistant for the New York office of a large French bank, Sarah Schiffler was told that her job, in a non-revenue producing department was being eliminated. Her choices: She could either be laid off (with eight months' severance pay) or stay on and train for the position of credit analyst, a career route she had turned down in the past. Nervous about making mortgage payments on her new condo, Sarah agreed to stay, but after six months of feeling miserable in her new position, she quit.
Source: Gomez-Mejia, L.R., Balkin, D.B., & Cardy, R.L. (2007). Managing Human Resources (5th ed.). Upper Saddle River, NJ: Pearson Prentice Hall.
1. Imagine you are an HR consultant to the organization involved in this situation. The organization wants to be responsive and fair. What do you recommend?
2. As foundation for this policy statement please provide a brief rationale for why the policy is important and relevant in this situation.
3. Write a policy statement that you would submit to that organization that could be included in their employee handbook. (this can be from a sample online, but please cite source).
4. What are the risks and challenges the organization faces by implementing the policy you recommend?
5. Provide an example of ways in which it is effectively or ineffectively implemented. Elaborate upon and assess this situation.
6. How should the policies be implemented?