Reduction of Work Force Discrimination

reduction of work force - discrimination

Reduction of Work Force - Discrimination

Edwin R. Cruz Rodriguez


30 January 2013

Prof. Felix Montanez-Miranda

Reduction of Work Force - Discrimination

Change is inherent to any organization as time goes by, from its development and establishment and into the future.   Every organization expecting to grow, or even maintain itself relevant in its intended market or purpose, needs to consider potential changes into its structure.   These changes may come in various forms, growth or reduction of work force, as well as new personnel requirements or changes of personnel traits.   Consideration and careful analysis needs to be given to applicable laws.   In the simulation assigned, various cases need to be considered where most decisions could be perceived as discrimination cases.   For the individuals concerned it is a potentially painful situation, both economically and emotionally, while the organization has the responsibility to minimize or avoid potential legal liability.   Application of the interpretation of such laws is required to successfully meet the goals of the simulation at hand, which is to reduce the force by 10%.
Careful analysis is required when recommending reductions in force as the wrong decision, as well as the wrongly communicated decision, may be violating applicable laws.   In the simulation presented, careful consideration needs be given to Title VII of the Civil Rights Act of 1964, the Age Discrimination in Employment Act of 1967 (ADEA), the Americans with Disabilities Act of 1990 (ADA), and the Pregnancy Discrimination Act (PDA) among others.   The individual records analysis, proposed organizational structure, and applicable laws correct interpretation, will lead the managers to make the best, legal, decisions for the available options.   Several areas of each employees record bring details needed to make decisions.   Current employment status, contractual or full-time,...