Part A Unfortunately, at times, organizations are forced to conduct a reduction in force. This time is incredibly stressful for all involved, and it is vital that whoever is conducting the activity ensures the organization maintains compliance with the WARN Act and avoids discrimination in the process. Review SHRM resources and create a template for a plan to reduce ABC Company employment by 20% from 2,500 employees. ABC is a non-union company located in Troy, Alabama, and has 2000 employees. 70% of the workforce are classified as minorities. The assignment must, at a minimum, include the following: - Identification of HOW employees will be selected for layoff, including any applicable laws and protections that must be considered by the employer. - Description of your recommendation of how to perform this layoff (you may consider providing a list of steps) to protect the company. -Justification for whether you will or will not provide a severance package for employees (don't be afraid to be creative or use your own experiences here). Part B ABC is a non-unionized company. The majority of the company's non-minority workforce has been with the company for over 20 years. However, the company's most recent hires have been minorities, as the company has desired to achieve a workforce more consistent with the minority population in its relevant recruiting area. The company's HR Director has proposed laying off employees based on seniority. That would result in 60% of the layoffs coming from minority employees (240) and 40% coming from non-minorities (160). However, the owner of the company prefers that the layoff should affect minority and non-minority employees equally so that 200 minority and 200 non-minority employees are laid off. 1. Other than the owner, who are the primary and secondary stakeholders in this decision? 2. From a legal perspective, is either approach discriminatory? Why or why not? 3. If both the owner's approach and the HR approach are legal, are there any ethical issues involved in deciding whom to lay off? If so, what are they? 4. Which approach would you select for the layoff decision, the owner's or the HR Director's? Why did you select that approach?

Part A Unfortunately, at times, organizations are forced to conduct a reduction in force. This time is incredibly stressful for all imvolved, and it is vital that. whoever is conducting the activity ensures the organization maintains compliance with the WARN Act and avoids discrimination in the process. Review SHRM resources and create a template for a plan to reduce ABC Company employment by 20% from 2,500 employees. ABC is a non- union company located in Troy, Alabama, and has 2000 employees. 70% of the workforce are classified as minorities. The assignment must, at a minimum. include the following: - Identifeation of HOW employees will be selected for layolf, including any applicable laws and protections that must be considered by the ernployer. - Description of your recommendation of how to perform this layoff (you may consider providing a list of steps) to protect the company. - Justification for whether your will or will not provide a severance package for employees fdon't be afraid to be creative or use your own experiences here). Part B ABC Is a non-unionized company. The majority of the company's non-minority workforce has been with the company for over 20 vears. However, the company's most recent hires have been minorities, as the company has desired to achieve a workforce more consistent with the minority population ir its relevant recruiting area. The company's HR Director has proposed laying off employees based on seniority. That would result in 60% of the layoffs coming from minority employees (240) and 40% coming from non-minorities (160). However, the owner of the company prefers that the layolf should affect minority and non-minority employees equally so that 200 minority and 200 non-minority employees are laid off. 1. Other than the owner, who are the primary and secondary stakeholders in this decision? 2. From a legal perspective, is either approach discriminatory? Why or why not? 3. If both the owner's approach and the HR approach are legal, are there any ethical issues involved in deciding whom to lay off? If so, what are they 4. Which approach would you select for the layoff decision, the owner's or the HR Director's? Why did you select that approach