This paper will show a review of the messages forwarded to the human resources department. In addition, this paper will show the issues that arise in the messages, answer the questions and requirements presented, and reference the legal principles or statutes where possible.
Message 1: Discharges at the Anderson Cost Club store
The GM at Anderson discharged two employees to downsize and save money. There is nothing legally wrong with this. This is not a wrongful discharge case. If the discharged employees do file suit, the company will win. See “Guz v. Bechtel Nat. Inc. 100 Cal.Rptr.2d 352 (Ca. 2000)” (Bennett-Alexander & Hartman, 2007, p. 37), However, in the future all employees should be warned of downsizing prior to discharge.
Message 2: Regional CEO's question about reducing employee costs
“A temporary employee is hired to fill a temporary vacancy for an organization” (Friend, 2012, para. 1). Best is to use an employment agency to hire temporary employees, the agency will handle the paperwork, interview, and payroll. The employment agencies will do much of the work for our company when choosing the perfect candidate for the available position. On the other hand, A contract employee is hired by an organization to complete an assignment or project and may have expertise related to the subject matter. These professionals typically negotiate a contract and can be paid hourly or per project. Most contract employees are considered independent contractors. (Friend, 2012, para. 2)
Independent contractors are paid a lump sum for whatever job they are hired to complete. They are responsible for paying the taxes on that income themselves.
[...] (Bennett- Alexander & Hartman p. However, in the future all employees should be warned of downsizing prior to discharge. Message Regional CEO's question about reducing employee costs temporary employee is hired to fill a temporary vacancy for an organization” (Friend para. 1). Best is to use an employment agency to hire temporary employees, the agency will handle the paperwork, interview, and payroll. The employment agencies will do much of the work for our company when choosing the perfect candidate for the available position. [...]
[...] Message Discharges at the Anderson Cost Club store. Message Regional CEO's question about reducing employee costs Message Safety Manager's concern about injury and damages Message Resolving disagreements that arise in employment Message Legal implications of Employment-related processes Handling problems is difficult and many legal issues can arise. Be educated about the problem. The employee/employer relationship is important; however, the goals and interests of the company must come first. Scenario One: Cost Club This paper will show a review of the messages forwarded to the human resources department. [...]
[...] References Arquitectos, R. (2011, October 4). Liverpool Department Store in Mexico Designed by Rojkind Arquitectos [Rendering]. Creative Home Idea. Retrieved from http://creativehomeidea.com/liverpool-department-store- in-mexico-designed-by-rojkind-arquitectos/ Bennett-Alexander, D. D. & Hartman, P. L. (2007). Employment law for business (5th ed.). University of Phoenix Custom Edition e-text]. New York: McGraw–Hill. Retrieved from University of Phoenix, rEsource, HRM/546 Human Resource Law. [...]
[...] The company will be responsible for the damage done to the customer's home because the employee represented himself as part of the company. The company can seek damages from the employee but this may not be worth the time and money. Store management should have a meeting with all employees and ensure they understand that this issue will not be tolerated by anyone and what the consequences are should they disobey this policy. Kentucky location. Depending on the wording of the contract, the company may be responsible. [...]
[...] The company should prepare a document that should be included in employment contracts regarding arbitration. typical arbitration agreement provides that any dispute or claim concerning Employee's employment with [Employer] or the terms, conditions, or benefits of such employment, will be settled by binding arbitration” (Bennett-Alexander & Hartman p. 57). The company should hold a meeting with all managers and have them implement the document at their stores. “This document is usually entered into at the beginning of the employment relationship or as part of the pre-employment process” (Bennett-Alexander & Hartman p. [...]
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