IntroductionBusiness is the art of making money. Businesses and employers are constantly trying to find new, creative ways to generate revenue and increase gross profit. Many times, the best way to achieve these goals is to downsize or fire several employees. Employees must be marketable and employable, and possessing one skill set is usually not enough to maintain a career in today's economy. Education, experience and previous achievements are taken into account, but employers also face the risk of lawsuits and slander due to fears of discrimination. FastServe Inc. now faces this dilemma. To reduce costs they have to fire 3 employees and their decision is not an easy task. FastServe Inc.'s COO has chosen 5 employees who could benefit from a layoff, 3 of whom will ultimately be let go. The Candidates Carl Haimes is the first candidate to be considered. His overall track record and productivity have both been above average and he has never had a problem with absenteeism in the past. However, it did not contribute any special results for FastServe. Recently, other employees have been harassing him for his sexual orientation, of which Carl has made several complaints, particularly his account manager, Ben. While Carl may not have made any special contributions to the company, his past performance has demonstrated that he is a valuable asset to FastServe. Furthermore, if he were fired, he might think it was because of his sexual orientation, and would claim discrimination. Brian Carter is next to consider. His performance was average compared to other employees, but he was the only person responsible for FastServe's acclaimed 3-D “drape-n-see” mannequins. On the other hand, he was just diagnosed with carpal tunnel syndrome, which has forced him to miss work for 17 days in the last 2 months. The head of the IT department made several complaints about Brian's absenteeism. However, if Brian is let go, FastServe could be at risk of a lawsuit for causing Brian's current medical condition. Sarah Boyd is the next person to consider. At age 53, he has been with FastServe for years and knows the administration inside out. Her performance was not above average over the years, but she was a loyal employee of the company. Her skills are becoming obsolete as new, younger employees are more qualified to complete her tasks, and Fast Serve may pay her a lower salary.