12). Lay-offs could only be justified if the organization is in financial distress and the way to lay-off employees should depend on a structured procedure based on performance, as indicated in the company policies and procedures.
As the President of the organization, I would not approve the recommendation of the human resources directors as the organization would be facing possible legal suits from the baby boomers who were earmarked to be laid off. In doing so, instead of cost-cutting, future lawsuits would invite the occurrence of legal costs that could be more costly. In lieu of this as a cost cutting measure, I would seek other options and alternatives from the human resources director such as offering early retirement packages, offer severance releases, lay-off underperforming employees, streamline activities and assess redundancy, among others. By justifying who should be laid off according to set labor rules and regulations, the decision made would be consistent with ethical and legal laws that would be more beneficial in the long