One of the more challenging tasks facing human resources managers is navigating employee layoffs. Managers will often play a central role in both planning and

Overview

One of the more challenging tasks facing human resources managers is navigating employee layoffs. Managers will often play a central role in both planning and executing the workforce reduction while mitigating its impact on employees and the organization. In this assignment, you will examine the HR manager’s role and determine the strategic planning around layoffs. This includes understanding laws and regulations, completing documentation, logistical planning, and addressing concerns of the existing employees and the remaining workforce. Having a plan for this process is critical, so you will be presenting your plan to the other HR professionals on your team.

Scenario

You are the human resources manager for a company with 750 employees and you are creating a presentation for other members of your department that can be used as a resource for potential layoffs or reduction in force that may occur in the future. The presentation will include processes, timelines, and strategies that will become a strategic guide for HR personnel to comply with any state and federal regulations and ensure due process and fairness for the impacted employees.

Instructions

Create a 10 slide PowerPoint presentation for your layoff/RIF plan that includes the following:

1. Recommend a general timeline for the process including consultation with other stakeholders, required meetings, and employee notifications.

• Address the following in your recommendation:
  • Legal considerations such as protected classes and age discrimination.
  • Due process strategies to ensure the layoff is fair and transparent.
  • Applicable federal and state laws or regulations.

2. Outline a communication plan for employees and stakeholders. This should include documentation requirements and strategies for emotional support and morale.

3. Outline a severance package and benefit plan for the impacted employees. Considerations include exempt/non-exempt, full-time/part-time, hourly/salaried, FLSA, EEOC, etc.

• Include the following in your outline:
  • Identify two best practices for determining fair and equitable compensation for a separated employee.
  • Create a compensation chart depicting a fair and equitable timeline for the disbursement of the compensation.
  • Applicable state or federal laws or regulations.

4. Recommend two strategies for minimizing the impact of the layoff on remaining employees.

5. Outline a plan for rehiring employees if the company’s financial situation improves.

6. Describe two ways an organizational layoff can affect a company’s future strategic direction.

7. Conclusion: Summarize the value of an HR strategic plan during an organizational layoff or reduction in force. Address the importance of adequate planning, communication, and legal compliance in reducing employee stress and improving morale.

Formatting requirements:

• Include detailed speaker’s notes for each slide.
  • Speaker’s notes should adequately explain, expand, and express your main points for each slide.
• Include a cover page slide and a source page slide, they will not count toward the minimum 10 slides of content.

Use at least three quality academic sources.