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The executive leadership team has informed you that your department has continued to lose money despite turn around efforts and the department will be subject to a re-engineering process or right-sizing project. You are to develop a rationale and procedure for identifying people for inclusion in an anticipated layoff. This must use some process other than straight institutional seniority and it should not be the particular model provided in the chapter. You are then to defend this model and explain why you believe it to be legal and non-discriminatory. Finally, describe how you believe your model serves the organization while being as fair as possible to the affected employees.
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