HCAD 710 Exam 3 2023
Discharge - Correct answer-termination with cause, called being fired. happens when
employee breaks rules
dismissal -
... [Show More] Correct answer-occurs for reasons related to performance
reducing risk with termination - Correct answer-involve least risk are those which good cause is evident, HR supervisor must ensure policies have been followed, adherence to progressive discipline process is critical, all required documentation must be in place
charge of discrimination - Correct answer-must be prepared a member of a protected
class may file this.best protection is fair policies consistently applied. must have
documentation. employers must have prof of employee wrongdoing
unemployment compensation - Correct answer-majority of emloyees who are fired seek
unemployment benefits regardless of reason for being let go. nothing to lose. states
have legal responsibility to determine eligibility
constructive discharge - Correct answer-sometimes will assign extra work to employees
to make their lives miserable until they quit. incorrectly conclude problem is solved
without cost. significant risks with this.
situations to avoid - Correct answer-constructive discharge is a problem when legal complaint filed that like was unbearable, resignation forced under extreme or intolerable conditions. allowed to resign instead of discharged. these expose organization to claims of constructive discharge.
reasons for reducing employee counts - Correct answer-excess growth, new technology, reengineering, mergers and acquisitions, layoffs and terminations
reeingineering - Correct answer-systematic redesign of a businesses core processes, starting with desired outcomes and establishing most efficient possible processes. incorectly called downsizing, rightsizing, reorganizing, repositioning, revitalizing, and modernizing. synonymous with eliminating jobs
mergers, acquisitions and other affiliations - Correct answer-usually means loss of jobs. for profit systems likely to be specialized, not for profit systems are more diversified and carry unprofitable services for the sake of remaining full service to the communities they serve. in some parts of the country alliances and systems have saved rural hospitals but usually there are job losses
mergers - Correct answer-lead to reduction in jobs as well as staff positions. managers
left have increased control. employees can fear absorption and loss of identity with the
other organization. happens even in a merger of so called equals. one organization
absorbs another
merger afermath - Correct answer-consolidation expenses can be higher, can require a long time to recover expenses through lower operating costs. human side is rarely given sufficient attention. emotional issues that can make or break a merger usually take a distant scond to financial issues
supervisors and mergers - Correct answer-successful supervisors maintain a dialogue with employees, keep lines of communication open and provides best information that is available. honesty is an absolute requirement. once possibility of a merger comes out, employees may become uneasy
considerations before layoffs - Correct answer-eliminate use of temporary employees, (impose hiring freese, close open positions) allows internal reallocation, if reductions are permanent management should offer voluntary termination incentive such as early retirement. groups or individuals cant be targeted. key employees may leave
who goes and who stays - Correct answer-selection for layoff most accomplished by seniority, not a requirement unless contract governs it. seniority is fairest and safest means of determining who is let go and who stays.
seniority - Correct answer-can be determined by time in the organzation, time in a dept,
time within a particular task or job class or time within a dept
bumping - Correct answer-occurs when job is eliminated, persons of greater seniority are allowed to displace or bump persons having lesser seniority frmo their posiins.
process continues until person with least authority is laid off. can be simple or extremely complex depending on rules
order for layoffs - Correct answer-guidlines governing order of reduction based work status. factors used must be consistent ( application as well) personnel dept should govern staff reductions. policies should be in place well before needed. if employees represented by a union a collective bargaining agreement needs to be in place. union will then decided who is laid off
review of layoff plans - Correct answer-hr and legal must asess the layoff plan is not biased. charges of discrimination are likely if there is a pattern of gender, age, race layoffs. goal will be reduced personnel costs but retain best employees. rarely does this happen
timing of layoffs - Correct answer-whn over tim morale decreases, teamwork becomes secondary to survival, lost morale replacd with anger, phased in layoffs are easier to administer, for employees more stressful
other layoff considerations - Correct answer-most organizations employ a severance
policy with layoffs that are permanent,. severance pay based off salary and length of
service
options to layoffs - Correct answer-severance pay, outplacement assistance, my sign waiver of right to sue. provide no guarantee of no legal action, employees should be given reason for layoffs with details,. surprises should be avoided
no easy time - Correct answer-nothing easy about force reduction, managers and HR have easier time. feelings of anger and betrayal are normal. terminated employees face psychological stress and economic hardship
trauma of layoffs - Correct answer-can be as traumatic as a death in the family, eap and
other resources may be utilized to help ease the transition.. time heals all wounds
unemployment compensation - Correct answer-if discharged for cause, not eligible for unemployment. if dismissed for reasons related to performance or laid off , eligible for compensation. any employee free to try to get unemployment. many claims are given favorable determinations. discharged employees citing hardship are frequently granted compensation
contested claims - Correct answer-dept manager and HR attends if hearing before a
judge, former employee attends, info all provide will be used in decision. will only
contest claims that honestly appear unwarranted
employee privacy - Correct answer-all terminations should be accomplished in private
and near end of the work day. terminated employees allowed as much dignity as
possible. must consider trust and caution
closure - Correct answer-many companies have policy dismissed employees must be
accompanied when returning to work stations/ HR collects keys, id cards and other
company property. security delete access codes
escorting employees - Correct answer-discharged employees should be escorted out of
the building, occasionally should require presence of security. security should be
discrete but ready
outplacement - Correct answer-outplacement services often extended as part of service agreement made with manager or professional employee/ services that help prepare resumes, initiate job searches and secure employment. assistance toward new employment can be provided and will lessen feelings of betrayal or abandonment that employees experience when laid off.
HR followup - Correct answer-should discuss issues related to benefits with departing
employees, COBRA should be discussed and show how to apply for coverage.
Unemployment should be discussed if applicable, secure signed release to give out reference info. explains how remaining vacation and sick time will paid out and who to talk to if any questions.
survivors of reductions - Correct answer-need to keep organization running and pick up
slack, thing of themselves as survivors, can feel overworked and overwhelmed
more about survivors - Correct answer-can experience guilt, distrust management and wonder about own security, experience decrease in morale , productivity and employee loyalty
survivors aftermath - Correct answer-critically needed staff may be lost due to insecurity of environment. feel more loyalty to occupation rather than to organization, if reduction in staff follows motivational program, effect is more demoralizing
new organizational equilibrium - Correct answer-decreases in morale are followed by decrease in production. hr and management can provide valuable support to survivors, overarching goal is to allay fear and change focus of employees,supervisors must maintain close communications during reduction in force
defining the problem - Correct answer-leaders should use resources effectively and efficiently to support and an organization and further its mission. board of directors is responsible for oversight and policy making for the organization. CEO is responsible for policy implementation and day to day operations
setting the stage - Correct answer-ceo had been promoted to position, previous ceo had
been removed. new ceo worked to reuild board and staff relations to rectify problems,
renewed team spirit and cohesive relationships were emerging
new employee proposed - Correct answer-new position of membership proposed by
board member and accepted by the board. once approved, board member proposed
past member be contacted/ but was from out of state and served on board prior to
present ceos tenure, , board supported this [Show Less]