Anderson Cost Club
Anderson Cost Club
Memorandum
To: Pat Sutton From: Sha-Kim Wilson Date: April 29, 2013 Re: Cost Club Scenario Two
Downsizing the Human Resources Department Human Resources Department manager Pat Sutton is requesting the downsizing of the Human Resources Department. Instead of the eight employees already in place, Pat wants the department pared down to five employees. She wants the names of three employees selected to be terminated. There is no other alternative to termination, and the company policy states that there can be no early retirement and no moving laterally to another department. Cost-cutting measures are now requiring that five employees do the work of eight. In addition to the names of the three employees recommended for termination, Pat wants to know what action management should take if any of the three employees decide to file a discrimination case against the company and what the employees would have to prove in order to win a discrimination case.
Employees Recommended for Termination
Pat,
I have chosen the three employees to be terminated based on their skill set, work experience, and job function within the Human Resources department. The three to be terminated are:
Diane—she has been with the company for 10 years, and although she is an outstanding worker, her attendance problems have cost the company.
Horatio—he has only been with the company for six months, is just learning insurance and health matters, and his skills are marginal at best.
Greg—he has been with the company for five years and has shown an ability to quickly learn complex areas of work. However, he has not been trained in tech hiring, and his job skills are just average. Of the three named employees, one is female and two are male. Title VII of the Civil Rights Act of 1964 is the main law of employment that is pertinent to these three employees.
Possible Cases of Discrimination against Cost Club There are three
Memorandum
To: Pat Sutton From: Sha-Kim Wilson Date: April 29, 2013 Re: Cost Club Scenario Two
Downsizing the Human Resources Department Human Resources Department manager Pat Sutton is requesting the downsizing of the Human Resources Department. Instead of the eight employees already in place, Pat wants the department pared down to five employees. She wants the names of three employees selected to be terminated. There is no other alternative to termination, and the company policy states that there can be no early retirement and no moving laterally to another department. Cost-cutting measures are now requiring that five employees do the work of eight. In addition to the names of the three employees recommended for termination, Pat wants to know what action management should take if any of the three employees decide to file a discrimination case against the company and what the employees would have to prove in order to win a discrimination case.
Employees Recommended for Termination
Pat,
I have chosen the three employees to be terminated based on their skill set, work experience, and job function within the Human Resources department. The three to be terminated are:
Diane—she has been with the company for 10 years, and although she is an outstanding worker, her attendance problems have cost the company.
Horatio—he has only been with the company for six months, is just learning insurance and health matters, and his skills are marginal at best.
Greg—he has been with the company for five years and has shown an ability to quickly learn complex areas of work. However, he has not been trained in tech hiring, and his job skills are just average. Of the three named employees, one is female and two are male. Title VII of the Civil Rights Act of 1964 is the main law of employment that is pertinent to these three employees.
Possible Cases of Discrimination against Cost Club There are three
References: Bennett-Alexander, D. D., Hartman, L.P. (2007). Employment Law For Business (5th ed.). Boston, MA: McGraw-Hill/Irwin. Forum for International Trade Training, Global Business Environment (5th ed). pp. 301- 303. Van Oostenrijk, L.S. “Responding to a charge of discrimination before the EEOC, state, or local agency.” http://www.avvo.com/legal-guides/ugc/responding-to-a-charge-of-discrimination-before- the-eeoc-state-or-local-agency