Cost Club Assignment
Discharges at the Anderson Cost Club Store
In the regard to the Anderson Cost Club store, the discharge of the employee is legal, and the company will have no liability. This is because Georgia is an at-will employment state, this means an employee can terminate any employee without reason. Although Anderson Cost Club is in a right-to-work state, this has unquestionably nothing to do with the employees being discharged from the organization. According to "Georgia Secretary Of State " (2013), "The National Labor Relations Act provides for employee rights to organize, join unions, and engage in collective bargaining” (What Georgia Employers Need To Know Courtesy of the State Bar of Georgia). It is against the law for an employer to discharge an employee for participating or independently organizing a union. “Georgia has a "right-to-work" law which prohibits interference with employment to compel any person to either join or refrain from joining a union” ("Georgia Secretary Of State ", 2013). In this situation the Anderson Cost Club is not in jeopardy of being liable for discharging the two former employees.
Regional CEO’s - Reducing Employee Costs
As businesses struggle to improve the bottom line, alternative staffing provisions is a way for the company to meet its financial obligations. However, please understand the importance of being careful when determining the classification of an employee and independent contractor. To briefly explain the difference between an employee and independent contractor, first the organization should be clear on how an employee or independent contractor is distinguished for tax purposes. An independent contractor is responsible for paying his or her own self-employment taxes and is in business for oneself. An employee is hired by the organization to perform specific duties outlined by the organization. The organization is also responsible for deducting Social Security/Medicare taxed from employees and paying an
In the regard to the Anderson Cost Club store, the discharge of the employee is legal, and the company will have no liability. This is because Georgia is an at-will employment state, this means an employee can terminate any employee without reason. Although Anderson Cost Club is in a right-to-work state, this has unquestionably nothing to do with the employees being discharged from the organization. According to "Georgia Secretary Of State " (2013), "The National Labor Relations Act provides for employee rights to organize, join unions, and engage in collective bargaining” (What Georgia Employers Need To Know Courtesy of the State Bar of Georgia). It is against the law for an employer to discharge an employee for participating or independently organizing a union. “Georgia has a "right-to-work" law which prohibits interference with employment to compel any person to either join or refrain from joining a union” ("Georgia Secretary Of State ", 2013). In this situation the Anderson Cost Club is not in jeopardy of being liable for discharging the two former employees.
Regional CEO’s - Reducing Employee Costs
As businesses struggle to improve the bottom line, alternative staffing provisions is a way for the company to meet its financial obligations. However, please understand the importance of being careful when determining the classification of an employee and independent contractor. To briefly explain the difference between an employee and independent contractor, first the organization should be clear on how an employee or independent contractor is distinguished for tax purposes. An independent contractor is responsible for paying his or her own self-employment taxes and is in business for oneself. An employee is hired by the organization to perform specific duties outlined by the organization. The organization is also responsible for deducting Social Security/Medicare taxed from employees and paying an