what is constructive discharge? Provide an example of a constructive discharge.
ID: 327664 • Letter: W
Question
what is constructive discharge? Provide an example of a constructive discharge. 6. why should some form of senority be used as a criterion in identifying employees for lay off? 7. why is it neccessary to pay particular attention to the employees that are retained following a reduction in force? What is the basis concern, recognizing that these survivors still have they job? 8. When should empolyees who are laid off be expected to leave? Why? What are the advantages and disadvantages of leaving at the time they are notified? What are the advantages and disadvantages of being allowed to work out a reasonable period of notice? 9. Why do mergers and other affiliations often lead to the consolidation of positions and reduction of the workforce? 10. Should a manager be able to use a reduction in force to rid the department of its less effecrive employees? Why or why not? 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? Chapter 18 1. What are the human resource responisibilites of a board of directors? 2. What conflicts of interest had to be resolved? 3. What was the potential conflict of confidentiality? Why was it a problem? 4. Describe the Ethic of Critique. Why is it important in this situation? 5. Describe the Ethic of Justic. Why is it important in this situation? 6. Describe the Ethic of Caring. Why was it important in this situation? 7. Describe the Principle of Equal Respect. Why was it important in this situation? 8. Describe the Principle of Benefit Maximization. Why was it important in this situation 9. Was ignoring the problem an option? Why 10. What was the first HR error to be made? 11. When did the situation become unable to be resolved? Why?
Explanation / Answer
Ans:- Constructive discharge refers to wrongful termination. When an employer makes the working condition so tough that the employee has to resign from job then this is called constructive discharge. Since employee has not put down the papers due to his own wish therefore it is a wrongful termination.
Seniority is used as an criterion in layoff because the employees who are serving with the company from long time would know the aspects of business. Therefore recently hired employees are lay off earlier than old employees.
It is very imporatant to pay attention to employees who are retained after reduction of force because there is always a sence of insecurity among employees. In this case employees need to be persuaded that his job is secure and he should focus on work to get the best result.
Employees should be expected lo leave the company after notice period in layoff. In this time, the laid off employee can train other employees about his profile. Meanwhile laid off employee can also look for opportunities of job.
After merger of companies, the merged entity would have more streamlined process for which there is less requirement of work force. A merger should ideally provide opportunity to employees to explore new dimensions of business because the merged entity can take greater risk, can invest in bigger projects and can aspire for better results.
The company should take approval from employee and labour relation department before implementing a layoff. After that the rolls out layoff notice to employees and set a time period for layoff.
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