Worker Adjustment and Retraining Notification Act

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  • Case Study: No-Layoff Memo

    those employees who will still be engaged with those who were laid-off. WeaveTech has ensured to hire the best of the best and in doing so they have run an intensive background check allowing them to get to know if their employees will retaliate or not. Employee & Organization Data WeaveTech should determine whether the company has obligations under the Federal Worker Adjustment and Retraining Notification Act (WARN) or the California WARN as it may have statutory obligations when letting go of a mass amount of employees. The difference between the two is that the California WARN Act is for business with 75 or more employees, and in this case the Federal WARN act is the one that applies as WeaveTech has over 100 employees. WeaveTech is responsible for communicating to its employees 60 days of any large number of layoffs in writing. “Employers who ignore these rules are liable to employees for back pay and benefits for each day of violation up to 60 days, plus penalties and attorneys’ fees. Accordingly, employers should consult with employment counsel to determine whether they have state or Federal WARN Act obligations” (Layoffs Mean Lawsuits, 2009). WeaveTech also need to consider offering a severance package in exchange for a release. WeaveTech will minimize the chances of having any lawsuits by having its employees sign a release of legal claims in exchange for substantial benefits or a severance package in comparison to those employees who are let go without…

    Words: 2240 - Pages: 9
  • Analysis Of The Clean Power Company

    that moving their operations to a property they have recently purchased on the Chavon River in the Dominican Republic will stave off the closure of the business. The following will address the corporate social responsibility of the Clean Power Company’s decision to relocate to the Dominican Republic. “When an incorporated business judges the effects of its decision on its multiple stakeholders, and then basis its decisions on the interests and needs of those stakeholders, the company is…

    Words: 782 - Pages: 4
  • Osh Case Studies

    began to discuss Occupational Safety and Health (Chapter 15), Performance Appraisals, Training, and Development (Chapter 16), and Privacy on the Job: Information, Monitoring and Investigation (Chapter 17). In Chapter 15, we discussed the OSH Act and the creation of the Occupational Safety and Health Administration (OSHA), Occupational Safety and Health Review Commission (OSHRC), and National Institute of Occupational Safety and Health (NIOSH). I did not know that the OSH Act created three…

    Words: 1171 - Pages: 5
  • Case Study: Staff Reduction

    will mean that departments which are already managed efficiently will be cut too deeply and departments which are overstaffed will not be cut enough (Lam et al., 2007). The best approach Howell can take to effectively make staff reduction decisions is to collaborate with Brad Smith at the San Francisco facility. Both Smith and Howell should collaborate to determine which departments in San Francisco require additional production employees and which departments are already fully staffed.…

    Words: 1117 - Pages: 4
  • Solyndra Ethical Case Study

    Solyndra, A U.S. Solar Panel Manufacturer Solyndra was the first manufacturer to receive a guaranteed loan from the government under the Energy Policy Act of 2005, and was endorsed as a model manufacturer for the clean energy economy. In this essay we will look at a brief history of Solyndra, their unethical behavior, ethical framework, and the laws that pertain to this company. It is always an unfortunate situation when a large company, such as Solyndra, is viewed as becoming very successful…

    Words: 1454 - Pages: 6
  • Questions On Employment Selection

    Business has been very bad lately, and there are rumors of consolidation, reorganization, and even bankruptcy. What protection is Reagan given under the Worker Adjustment and Retraining Notification Act? (TCO 5) When a job analyst watches employees directly or reviews films of workers on the job, which analysis method is being used? (TCO 4) Which of the following is not one of the guidelines for administering discipline? (TCO 5) This job analysis method requires job incumbents to record their…

    Words: 1371 - Pages: 6
  • Human Resource Management And Personal Management Case Study

    decisions come from top level and those should be implemented by the staff and connection is line managers and they have and ability to inspire the staff to getting things through by the people. 1.4 Impact of Legal and Regulatory Framework As all the activities are bound by some rules and regulation, recruitment and selection is no exception. Recruiters should always follow the related laws. Disability Discrimination: Any kind of discrimination against disable candidate is unlawful.…

    Words: 3915 - Pages: 16
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