Kana's Layoff Summary

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KANA's layoff process has been done very hastily seemingly without enough consideration given to how the budget could be reduced otherwise. There are plenty of other options to explore besides layoffs. In addition, a lack of open book management practices have the potential to decrease employee morale. KANA's layoff procedures occur drastically without warning is a catalyst for negative reactions from stakeholders. Interestingly, the staff members did not realize the legal implications that the layoffs would have on staff members, apparently the attorneys did not mention this either when writing up the separation letters and layoff packages. However, issuing a lay off without 60 days of notice is against the law, according to the Worker Adjustment and Retraining Notification Act (WARN) (Noe, R., Hollenbeck, J., Gerhart, B., Wright, P., 2014), many companies in the past and present are not aware of this. Based on experience with my former colleagues, often times, employees made need even more time to seek new employment, sometimes three months or longer. KANA lacks due-process in regards to layoffs. Giving the employees two hours to leave when…show more content…
I would tell them that a decision has been made by management to lay off more employees. I contact all employees of the organization via mass email, voice recorded messages, and also have a hard copy of the letter mailed to each employee address. An apology would be issued for the lack of communication regarding the layoffs and that it was my responsibility to inform employees of the layoff at least 60 days before it occurred. Chuck would be informed that I would be resigning within the next two weeks unless management would consider other alternatives to laying off employees and also agree to give 60 days of notice before laying off employees in the

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