Severance Packages, Benefits And Outplacement Practices

Bernardin & Russell (2013) states, “Consistency is the driving force of employee acceptance of dismissal practices” (pg. 319). Severance packages, benefits, and outplacement services should be offered to The Daily Register’s terminated employees on a consistent basis in order to reduce the potential for allegations of discrimination, and in turn, litigation. Moreover, Bernardin and Russell (2013) discuss the organizational advantages of offering severance packages, benefits, and outplacement services to its terminated employees, stating, “If employees feel as if they were treated fairly, they are less likely to file wrongful termination claims. Moreover, adequate notice on the part of the employer and the provision of aid in finding a new
job have been shown to increase feelings of justice at termination” (pg. 319). Therefore, The Daily Register has two reasons it should offer a severance package, benefits and outplacement services to Ms. Lewis. First, as indicated by Bernardin & Russell (2013), the utilization of consistent offerings will increase the perception of fairness among all employees. Second, due to Ms. Lewis’ history of threatening litigation against the company if terminated, the risk of Ms. Lewis filing wrongful terminations claims against The Daily Register will potentially decline with the offer of a severance package, benefits, and outplacement services (Bernardin & Russell, 2007; Bernardin & Russell, 2013).