Free Essays,College Free Essays,Free College Essays at Anti Essays

Discharging employees comes with much legality. Reductions in force bring about stressful and charged emotional feelings. Many employees might feel as though they have been laid off unjustly, and seek legal action through the EEOC. They may challenge and claim the selection process was discrimination against a protected group of people. In order to minimize liability, employers must take steps to avoid potential litigation. The Legal Issues in Reduction Simulation focused on five employees that were chosen for termination. As the human resources manager, it is my job to recommend three out of the five employees for termination. My decisions must be strategic. I cannot allow my emotions to eclipse my judgment. “Policies that can lead to employee separation should be based on principles of justice and law, and they should allow for various ways to intervene” (Noe, et al, 2003). This paper will identify the five employees and explain the extenuating regulatory circumstances that would effect their termination. As a manager I must consider what is in the best interest of the company, and balance the legal risk of letting go of individuals from a protected class, with the business risk of not retaining talented and valuable staff.






Employee Concepts in Employment law Citations




Carl Haimes Title VII, Sexual harassment “Workplace conditions that create a hostile environment for persons of either gender, including same sex harassment.”(EEOC Website).
Brian Cater Titles I and V of the Americans with Disabilities Act (ADA). “An individual with a disability under the ADA is a person who has a physical or mental impairment that substantially limits one or more major life activities.”(EEOC Website).
Sarah Boyd Age Discrimination in Employment act, (ADEA). “Prevents discrimination on the basis of age.”(EEOC Website).
Nora Manson Civil Rights Act of 1964...