112. Comments made by exiting
employees at an exit interview are confidential, except in cases where they may
concern legal issues.

113. Interestingly
enough, employee separations can actually stimulate innovation.

114. A quit and a retirement are
similar types of employee separations since both are initiated by the employee.

115. Employers
can force an employee to retire if the employee is 65 years of age or older.

116. Recent studies have shown that 80% of
voluntary separations are unavoidable.

117. Involuntary
separation results from one of two conditions: 1) economic necessity or 2) a
poor fit between the employee and the organization.

118. Rightsizing
is simply a euphemism for downsizing.

119. Early
retirement programs generally are offered by a business for only a short period
of time and consist of financial incentives to encourage senior employees to
retire earlier than they had planned.

120. Early retirement programs
have proven to be almost flawless ways to make small reductions in a firms
workforce.

121. A firm that tells employees that if they dont take early
retirement they may still lose their jobs due to future layoffs, may be open to
age discrimination charges.

122. A firms
overall HR strategy influences its employee workforce reduction strategy.

123. Generally,
the first alternative to layoffs that companies use to reduce their labor costs
is to redesign existing jobs.

124. Changes in job design may include: job
sharing, rings of defense, bumping, and job relocation.

125. A company
can save up to 20% of its payroll during lows in its business cycle by
instituting a profit-sharing compensation program.

126. WARN
requires employers with 60 or more employees to give 100 days warning of
layoffs of more than 10% of its employees.

127. One of the
most commonly used lay-off criterion is job seniority.

128. Basing a layoff on
performance can be a legal hazard for an employer if the employees performance
has not been well documented over a period of time.

129. In a
termination meeting, a manager should interject personal remarks and talk about
how valued the employee was in order to soften the blow of job loss.

130. Companies should communicate the reasons for a layoff and provide
some emotional support to the survivors of a layoff in order to help them
manage their layoff stress.

131. In order to reassure surviving employees
of recent layoff information, they should be informed of the reasons for the
layoff and how it occurred.

132. An important goal of outplacement services for laid-off workers is
to help them remain productive, pending their layoff.

133. Job-search
assistance and emotional support are often two functions of a business
outplacement services.

SHORT ANSWER QUESTIONS

134. The termination of an employees membership in
an organization is referred to as _______.

135. The rate of employee separations in an
organization is referred to as _______.

136. The purpose of a(n) _______ is to find out the
reasons why the employee is leaving or to provide counseling and/or assistance
in finding a new job.

137. A
program in which companies help their departing employees find jobs more
rapidly by providing them with training in job-search skills is called _______.

138. _______ is a separation that occurs when an
employee decides, for personal or professional reasons, to end the relationship
with the employer.

139. A separation that occurs when an employer
decides to terminate its relationship with an employee due to economic
necessity or a poor fit between the employee and the organization is called
_______.

140. _______ is a company strategy to reduce the
scale and scope of it business in order to improve the companys financial
performance.

141. The process of reorganizing a companys
employees to improve their efficiency is referred to as _______.

142. _______ is an employment policy designed to
reduce the companys workforce by not refilling job vacancies that are created
by turnover.

143. _______ is an employment policy designed to
reduce the companys workforce by not hiring any new employees into the
company.

144. A
federal law requiring U.S. employers with 100 or more employees to give 60
days advance notice to employees who will be laid off as a result of a plant
closing or a mass separation of 50 or more workers is the _______.

112. Comments made by exiting
employees at an exit interview are confidential, except in cases where they may
concern legal issues. 113. Interestingly
enough, employee separations can actually stimulate innovation. 114. A quit and a retirement are
similar types of employee separations since both are initiated by the employee. 115. Employers
can force an employee to retire if the employee is 65 years of age or older. 116. Recent studies have shown that 80% of
voluntary separations are unavoidable. 117. Involuntary
separation results from one of two conditions: 1) economic necessity or 2) a
poor fit between the employee and the organization. 118. Rightsizing
is simply a euphemism for downsizing. 119. Early
retirement programs generally are offered by a business for only a short period
of time and consist of financial incentives to encourage senior employees to
retire earlier than they had planned. 120. Early retirement programs
have proven to be almost flawless ways to make small reductions in a firms
workforce. 121. A firm that tells employees that if they dont take early
retirement they may still lose their jobs due to future layoffs, may be open to
age discrimination charges. 122. A firms
overall HR strategy influences its employee workforce reduction strategy. 123. Generally,
the first alternative to layoffs that companies use to reduce their labor costs
is to redesign existing jobs. 124. Changes in job design may include: job
sharing, rings of defense, bumping, and job relocation. 125. A company
can save up to 20% of its payroll during lows in its business cycle by
instituting a profit-sharing compensation program. 126. WARN
requires employers with 60 or more employees to give 100 days warning of
layoffs of more than 10% of its employees. 127. One of the
most commonly used lay-off criterion is job seniority. 128. Basing a layoff on
performance can be a legal hazard for an employer if the employees performance
has not been well documented over a period of time. 129. In a
termination meeting, a manager should interject personal remarks and talk about
how valued the employee was in order to soften the blow of job loss. 130. Companies should communicate the reasons for a layoff and provide
some emotional support to the survivors of a layoff in order to help them
manage their layoff stress. 131. In order to reassure surviving employees
of recent layoff information, they should be informed of the reasons for the
layoff and how it occurred. 132. An important goal of outplacement services for laid-off workers is
to help them remain productive, pending their layoff. 133. Job-search
assistance and emotional support are often two functions of a business
outplacement services. 134. The termination of an employees membership in
an organization is referred to as _______. 135. The rate of employee separations in an
organization is referred to as _______. 136. The purpose of a(n) _______ is to find out the
reasons why the employee is leaving or to provide counseling and/or assistance
in finding a new job. 137. A
program in which companies help their departing employees find jobs more
rapidly by providing them with training in job-search skills is called _______. 138. _______ is a separation that occurs when an
employee decides, for personal or professional reasons, to end the relationship
with the employer. 139. A separation that occurs when an employer
decides to terminate its relationship with an employee due to economic
necessity or a poor fit between the employee and the organization is called
_______. 140. _______ is a company strategy to reduce the
scale and scope of it business in order to improve the companys financial
performance. 141. The process of reorganizing a companys
employees to improve their efficiency is referred to as _______. 142. _______ is an employment policy designed to
reduce the companys workforce by not refilling job vacancies that are created
by turnover. 143. _______ is an employment policy designed to
reduce the companys workforce by not hiring any new employees into the
company. 144. A
federal law requiring U.S. employers with 100 or more employees to give 60
days advance notice to employees who will be laid off as a result of a plant
closing or a mass separation of 50 or more workers is the _______.