Hrm 543 Wk 2 Interoffice Memo

In: Business and Management

Submitted By shycade75
Words 1666
Pages 7
INTEROFFICE MEMORANDUM
TO: PAT JONSON
FROM: SHYNELLE CADE
SUBJECT: HUMAN RESOURCE ISSUES
DATE: 9/30/2012

In response to the emails you have received, I have done the necessary research and summarized the details as requested.

Email Message 1: Discharges at the Anderson Club Store
The state in which the Anderson Cost Club store is located is an “At-Will State,” which means an employment relationship that has no express agreement or contractual obligation to remain in the relationship; and 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, is not a wrongful termination.

For informative purposes, when a discharge involves no statutory discrimination, breach of contract, or traditional exception to the at-will doctrine, a termination may still be considered wrongful and the employer may be liable for “wrongful discharge,” “wrongful termination,” or “unjust dismissal.” Therefore, to ensure that workplace policies do not wrongfully discriminate against any employees, and do not fall under other exceptions, Cost Club Stores must also beware of situations in which our policies or actions in a particular termination can form the basis for unjust dismissal (Bennett-Alexander, Hartman, 2007).

The GM for the Anderson Cost Club store made a cost cutting decision on terminating employees. However, he was incorrect about there being no restrictions to the right to fire people. There are state and federal laws which prohibit employers from firing people due to race, religion, disability, and age. The GM did not fire employees based on any of these restrictions.

Email Message 2: Regional CEO’s question about reducing employee cost
A contingent worker is one whose job with an employer is temporary and differs from the normal part time/full time…...

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