11. Once all employees have been designated for layoff, whatshould HR do before the layoff is implemented? Why? 12. What stepscan an employer take to minimize the possiblity of terminationsbeing overturned by legal actions? Why? 13. Assuming that asignificant number of skilled employees are designated for layoff,how can an organization assist these workers following dismissal?Can an organization protect selected skilled workers in a layoff?Why or why not? 14. Why is it advisable that human resourcesprovide individual meetings with each emplouee that is terminatedin a workforce reduction? 15. should an employee who is about to bedischarged for cause be allowed to resign? Why or why not?
