1. Once all employees have been designated for layoff, what should HR do before the layoff is implemented? Why?
2. What steps can an employer take to minimize the possiblity of terminations being overturned by legal actions? Why?
3. 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?
4. Why is it advisable that human resources provide individual meetings with each emplouee that is terminated in a workforce reduction?
5. should an employee who is about to be discharged for cause be allowed to resign? Why or why not?