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Reduction in Force Paper
Ray A. ...
September 2, 2003
My advice for Mega-Corporation and United regarding their merger and reduction-in-force in the following areas will create greater stability for the company, and less problems associated with this type of merger. ... However, for the production managers that have proved themselves worthy, Mega would like to retain them for knowledge and teaching capabilities, and in this way Mega maintains a continuous learning environment for the labor force. ... The Mega Corporation can not interfere with possible union mergers from United to the Mega Corporation, Mega must continue to bargain in good faith and show reasonable reduction-in-force reasons why decisions were made,
to terminate or layoff, or payoff previous United employees. ... The way to prevent potential for discrimination is to have staff meetings among Department heads, Section heads, if needed the labor force. ...
The effects the merger will have on labor relations will be a difficult one at first, there might be talks among the labor force that a union is needed to slow down or prevent management from moving to fast to place supervisors where they deem a reasonable, in the labor force. ...
My suggestion is, because there is a reduction-in-force, cross training through job rotation and understudy positions must occur to provide companies with the well-rounded people they need to run the organization. ... For reduction-in-force these are the type environments that are needed to give better productivity, stimulate creativity, and increase thinking of employees.
The following was explained to management, when management reaches the determination to conduct a Reduction-in-Force, discrimination issues arise if the terminations appear to be arbitrary.
Approximate Word count = 1343
Approximate Pages = 5.4
(250 words per page double spaced)
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