Wendy Lile, a division manager at Austen Pharmaceuticals, has been asked to reduce her employee payroll by 15 percent or eight individuals. She plans to conduct performance reviews of each employee to evaluate their job duties, workload completion, tardiness, and misconduct from personnel files. For new hires who have not accumulated any issues, their reviews will focus on a test they will take, with those scoring below a certain grade being terminated. Lile believes this process will eliminate claims of wrongful termination and morally justify her termination decisions. She asks Tim Jackson if he has any other input for the review process or judgments on any employees.

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Management Case Study
Wendy Lile
XMGT216
Due March 11, 2012
Allan Bardos

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From: Wendy Lile (wendy.lile@AustenPharm.com)
To: Tim Jackson (tim.jackson@AustenPharm.com
Cc:
Bcc:
Subject: Project Downsize
Dear Mr. Jackson,
As a division manager at Austen Pharmaceuticals, per your request, I will be
reducing my employee payroll by 15 percent, or eight individuals. My first thought was to
eliminate our recent hires, but then I realized we hired them to increase diversity in the
department, so firing just the women and minorities would not look very “equal opportunity.”
The problem is, the original team that I had has been very successful for many years, and
therefore, I intend to conduct a performance review for each employee’s organizational impact.
This will include an evaluation of job duties and workload compared to their success of
completion on a specific time frame, as well as checking personal files for tardiness and
misconduct. Anyone, new or established, that has a final warning for anything, will be
terminated. Granted, the new hires have not had enough time to accumulate any mishaps, so for
them it will be based mostly on their performance reviews. I will type up a test that they can
take and if they have below a certain grade, they will be terminated.
By doing these reviews, I am eliminating any chance that someone might feel they have
been wrongfully terminated for unethical reasons, and morally justifying my termination
decisions. Please let me know if there is anything you would like to add to the review process or
any thoughts and judgments you have on any of my employees. Thank you for your time and
consideration.

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Best Regards,
Wendy D. Lile,
Division Manager,
Austen Pharmaceuticals,
219-671-0955 cell phone,
wendydlile@gmail.com alt. email