HRM200 Chapter Notes - Chapter 15: Layoff, Distributive Justice, Procedural Justice
30 Jul 2014
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2: difficult managerial style: toxic work env. Retirement: difficult to predict when employee will retire. Retirees on call: come back on a part time or as-needed basis. Should be fair and occur only after all reasonable steps to try and fix them have been taken. A fair and just process is based on rules and regualtions, progressive disciple and appeals process. Employees must be told of what is acceptbale behaviour ahead of time. Based on employees poor behaviour therefore no severance, reasonable ntice periods. Onus of proof lies on mgmt. to prove. Downsizing ; intentional decision by execs for a reduction of workforce to improve efficiency. Layoff; temporary withdrawal of employment (mgmt. intends to call workers back after) alternatives to layoffs: voluntary reduction in pay, no vacation time, voluntary time off. Distributive justice: fairness of the outcome of a decision. Procedural justice: fairness of the process to decide the outcome. Must treat employee with dignity and respect at all times.
