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Handing Staff Cutbacks

In: Business and Management

Submitted By gyuheui
Words 488
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Handling staff cutbacks requires diplomacy, empathy and a clear vision of your company’s future. Dealing with the concerns of laid-off workers and the employees who remain with the company requires a significant amount of your attention in the days following the cutback announcement. Providing clear, timely information about the effects of the cutbacks is important in reducing anxiety and anger regarding the changes.
XYZ State College is one of thirty five institutions under University System of Georgia. I would follow the procedures written in policy manual as follows:
Layoffs or Terminations
The term layoff, as used in this policy, is defined as the temporary dismissal of any employee, including tenured or non-tenured faculty members or other contracted employees, before the end of their contract term. Layoffs may lead to eventual termination.
Layoffs or terminations may occur within an academic or other units of an institution without a net loss of faculty members or other personnel at the institution; that is, layoffs or terminations in some academic or other units may occur with simultaneous authorization of new positions for different duties in academic or other units depending upon the needs of such units.
The president of each institution, after consultation with faculty and staff, shall determine whether layoffs or terminations are required and which employees will be affected. I would layoff pert-time instructors first. Many employers emphasize seniority; but I would consider performance evaluation more than any other factors for employee retention, since departmental budget is limited; Inversely, the workload is getting heavier.
This determination shall be made in accordance with the procedures established by the Chancellor, and will give primary consideration to the maintenance of a sound and balanced educational program that is consistent…...

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