Writing a selection criteria for layoffs

Skills based selection This selection criteria focuses on the skills that employees bring to the table. Finally, give some thought as to whether the layoffs are a short-term fix. Other legal issues to keep in mind Employees on approved leaves of absence: Developing and implementing a layoff strategy that includes the use of objective criteria will certainly help minimize the risk of wrongful termination claims.

reasons to layoff an employee

Allow them to say goodbye to their colleagues. Conversely, selection is a procedure of choosing the individuals by scrutinizing them on diverse standards.

a manager is faced with having to lay off

When using this factor as a layoff criterion, the employment of the employees hired most recently is terminated while those who have been with the company the longest are able to retain their positions. This formula is then used for each employee so they end up with a certain number of points.

Additional Factors to Consider No matter what criteria for employee layoffs your company chooses, it is essential to be certain that all of the decisions you make are nondiscriminatory and legally defensible.

how to handle layoffs

Was this page useful? Therefore, when announcing the layoffs, be prepared to answer questions regarding recall, severance, outplacement services and the availability of employee assistance programs.

Writing a selection criteria for layoffs

The job descriptions specifically state the works, customs and responsibilities of the job holder. Skills based selection This selection criteria focuses on the skills that employees bring to the table. If there has been a disparate impact on a protected group, modify the selection criteria to achieve a more neutral impact. There are several different ways to approach establishing criteria for employee layoffs. Professional writing skills 3. Once the values are assigned, rank the employees in order to identify the potential list of candidates who may be laid off. Allow them to say goodbye to their colleagues. Despite being typically performed as a last resort, layoffs often have a negative impact on the remaining workforce. Today, many organizations are forced to reduce their workforce due to these factors. As a manager, there are numerous areas for concern in managing the workforce going forward. For this reason, employers should not only develop a plan that is based on evenly and fairly applied objective criteria, but should also use compassion when dealing with the employees who are affected by the layoffs. Enterprises need talents who can suit to the business, and then the first question for the firms is how to attract and recruit talents. The selection criteria are the most important aspect of organization initial decision to conduct a workforce reduction

While these employees are not necessarily immune from termination, their status raises additional legal issues that need to be evaluated before terminating their employment. The job descriptions specifically state the works, customs and responsibilities of the job holder.

Staggered layoffs

Additional Factors to Consider No matter what criteria for employee layoffs your company chooses, it is essential to be certain that all of the decisions you make are nondiscriminatory and legally defensible. To the extent possible, employers are urged to rely on objective criteria such as those outlined above to minimize the risk of future wrongful termination claims. The procedure endeavors to discover the most excellent individuals for the job. Compliance with the Older Workers Benefit Protection Act: Compliance with this law is essential to obtaining valid releases of Age Discrimination in Employment Act claims from employees who are over 40 years old. After the list has been compiled, it is important to ensure that one or more groups of employees who are protected by anti-discrimination laws, such as women, minorities and persons over 40, have not been disproportionately affected by the layoff. If the length of time an employee has been at the company is an important factor for you, then the tenure points model could look something like this: Amount of time working at the company Number of points. If the company plans to use multiple criteria in selecting employees for the layoff, it is advisable to assign a value 1 to 5, for instance to each criterion, based on how important it is in the selection process. Performance - In some cases, companies opt to use job performance as the decision making factor in layoff decisions.

Give them time to gather their personal belongings. Job classification part time versus full time, for example Productivity If a selection criterion is based on performance evaluations, be mindful of the fact that performance evaluations oftentimes measure both objective and subjective criteria, such as initiative or attitude.

Layoff strategy

In order to work out who the best employees are, your company needs to have an evaluation system in place to decide as fairly as possible. For this reason, employers should not only develop a plan that is based on evenly and fairly applied objective criteria, but should also use compassion when dealing with the employees who are affected by the layoffs. A disadvantage of this method is that younger workers may have joined the company after studying for the job and therefore have more skills than older workers, who will then be the first to go. Compliance with the Older Workers Benefit Protection Act: Compliance with this law is essential to obtaining valid releases of Age Discrimination in Employment Act claims from employees who are over 40 years old. The act establishes other specific requirements for valid releases, and companies should consult with legal counsel to ensure that releases are drafted in compliance with the act and any state laws governing age discrimination claims. Other requirements may also apply. Those with the lowest number of points are the ones should then be laid off in that order. It would not be acceptable, for example, to use length of time until employees reach retirement age as one of the criteria for layoffs. Multiple criteria ranking Seniority based selection This method is often the first one that springs to mind and follows the principle of: last in, first out. Skills based selection This selection criteria focuses on the skills that employees bring to the table. While these employees are not necessarily immune from termination, their status raises additional legal issues that need to be evaluated before terminating their employment. If the company plans to use multiple criteria in selecting employees for the layoff, it is advisable to assign a value 1 to 5, for instance to each criterion, based on how important it is in the selection process.

That in turn will help minimize the risk of wrongful termination claims.

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Selection Criteria for Employee Layoffs Essay