Here is the information requested in concerns to the potential HR issues within the region. I have addressed each individually and outlined below the potential risks and suggestions to minimize future risks. Message 1: In regards to the situation at our Anderson location where the GM terminated two employees without providing a reason for discharge, the company may be at risk for a wrongful termination discharge lawsuit.
The risk will increase if the GM is not able to provide sufficient documentation or other evidence of the appropriate reason for his decision. The GM choose to exercise the definition of at-will employment by “viewing the employment relationship as one to where there is no contractual obligation to remain in the relationship; either party may terminate the relationship at any time, for any reason, as long as the reason is not prohibited by law, such as for discriminatory purposes” (Bennett-Alexander & Hartman, 2007, p. 5).
To minimize risk, we will need to partner with the GM to understand how he determined what two candidates would be selected for termination and how that information was communicated to the employee. Future situations like this can be avoided by educating GMs around the laws as it relates to Employment-At-Will. Prior to any decisions being made in a similar manner, GM’s will need to partner with HR to prepare them to make decisions around this and informing them how decisions may be communicated to store employees.
The Term Paper on Relationship Between Employees and Health Care Organizations
Analyze the factors affecting the relationship between employees and health care organizations to determine which single factor is the most significant. Explain your reasoning. The long-term economic success of healthcare organizations depends on the efforts of employees with the appropriate capabilities and motivation to perform their jobs well. Organizations that are successful over time have ...
Additionally they should be instructed on how to make an assessment regarding who is terminated. Message 2: In reference to the Regional CEO’s question of the various types of worker, I would give these explanations. First we need to decide what types of functions we need completed. Once we have decided this we can decide what types of workers we can assign to each task (as relevant).
Employees we are fully liable for. We tell them what job we want done and how to do it and in addition to this we are responsible for all costs associated with their employment.
For example we pay for all hiring and firing costs, benefits, and things of this nature. Temporary employees are similar to employees in the manner that we tell them what we want done and how we want it done, but no other costs. Contracted employees we tell them what we want done and they complete the task as they see fit. In thinking of how each worker may be used, temporary workers would be best suited for a position that we would use on a more regular basis and for functions that require a non-specialty type of task to be completed.
Independent contractors we would use more for specific skills and/or short-term tasks to be completed as they have a higher cost associated with their employment. Message 3: Regarding the injury and property claims from the safety manager I have outlined each case individually below as it relates to Law of Agency. The Law of Agency deals with contractual and non-contractual relationships that involve a person (agent) that is authorized to act on the behalf of another (principle) (Bennett-Alexander & Hartman, 2007, p. 5).
1. The first situation Cost Club would still be liable.
Though the employee would be liable to us as well. This is due to the fact that they exceeded their authority in striking the customer. 2. The second situation in which the employee went to a customer’s home causing damage to their property, the employee would be liable to the customer. The employee exceeded his job functions and even broke policy by offering to come to the customers’ home and perform these tasks. The employee offered to come to the home and set up the television for a fee to be paid to him. Thus relieving Cost Club from any liabilities. 3. In this situation the agent acted without authority.
The Essay on Termination of employment
It seems unavoidable these days that it is all about dot com or tech company going through downsizing or layoff due to economy hard times, evolving business climate, product profitability and operation cost decision. Although corporate downsizing is an existing and accepted management tool but the morality is still in doubt. Sadly, most of the time it is unclear at the worker level why he or she ...
While Cost Club may be liable, the agent is then liable to Cost Club as he failed to receive authorization from us when he made the decision to enter into the contract. The agent is responsible for any damages if this contract is unable to be terminated. Message 4: It is not uncommon for an employee to be in disagreement with an employer’s decision to terminate employment. An alternative we may try is to set up a meeting of the workers peers and give them the facts of the situation and let them decide if the termination was wrongful. The group of peers would be persons from a location other than the employees own.
These individuals would hear the facts of the case from both the businesses’ and the employees. In order to qualify the termination would need to meet certain criteria. It would be required to be an established company guideline or process for which the employee was terminated and store leadership must be able to present all documentation that lead to the termination. This would require leadership to have followed the processes leading to termination. For the employee it would let them have a voice in their termination and to hear whether their peers agree with the employer or the employee.
Another alternative is to ensure that employees have access to HR. This allows them to bring any possible concerns they may have regarding their status with leaders. Also this may aid in understanding of company policies and their roles. This could be something that could be reported anonymously by employees and investigated by HR. A process like this may prevent misunderstandings prior to termination of employment. Message 5: Equal Employment Opportunity laws are the most relevant laws when it comes to hiring and selection of talent.
Some of the actions that may take place during the talent selection process are testing and selection for training program placement. Leaders must be conscious of their actions and decisions regarding individuals and how the leaders actions may be perceived. Communication is vital in ensuring comprehension of the selection processes to all candidates involved. Prior to beginning the process leaders should outline the criteria that will be used. In communicating the requirements this aids in employees fully understanding what the requirements are to be selected and eliminates issues in the candidate selection process.
The Term Paper on Ritz Carlton Employees Processes Process
In 1983, President and COO, Horst Schulze, decided upon a strategy to manage the Ritz Carlton in order to compete on quality. The strategy affected the entire organization, with significant differences in: . Defining traits of all company products defined in the company Credo. Translating the Credo into basic standards to clarify the responsibilities for employees. Personally train employees the ...
If there is any sort of pay increase opportunities it must also be outlined that the equal pay Act must be enforced. According to Society for Human Resource Management (1969), “The Equal Pay Act requires that men and women be given equal pay for equal work in the same establishment” (para. 2).
The Outlining the pay scales to candidates eliminates confusion of what the pay scale may be. In addition to this it ensures fair compensation for all selected individuals and compliance with federal laws.
