Solved by verified expert :117. Early retirement programs
have proven to be almost flawless ways to make small reductions in a firm’s
workforce.
118. A firm that tells employees that if they don’t take early
retirement they may still lose their jobs due to future layoffs, may be open to
age discrimination charges.
119. A firm’s overall HR strategy
influences its employee workforce reduction strategy.
120. Generally, the first
alternative to layoffs that companies use to reduce their labor costs is to
redesign existing jobs.
121. Changes in job design may include: job sharing, rings of
defense, bumping, and job relocation.
122. A company can save up to 20%
of its payroll during lows in its business cycle by instituting a
profit-sharing compensation program.
123. WARN requires employers with
60 or more employees to give 100 days’ warning of layoffs of more than 10% of
its employees.
124. One of the most commonly used
lay-off criterion is job seniority.
125. Basing a layoff on
performance can be a legal hazard for an employer if the employee’s performance
has not been well documented over a period of time.
126. In a termination meeting, a
manager should interject personal remarks and talk about how valued the
employee was in order to soften the blow of job loss.
127. Companies should communicate the reasons for a layoff and provide
some emotional support to the survivors of a layoff in order to help them
manage their layoff stress.
128. In order to reassure surviving employees of recent layoff
information, they should be informed of the reasons for the layoff and how it
occurred.
129. An important goal of outplacement services for laid-off workers is
to help them remain productive, pending their layoff.
130. Job-search assistance and
emotional support are often two functions of a business’ outplacement services.
