Cost Club Case Study

Scenario One: Cost Club
Jenny Nelson
May 25, 2015
University of Phoenix
HRM/546
Thomas Kershaw

Memorandum
To: Pat Kershaw, Human Resources Manager, Atlanta Region
From: Jenny Nelson, Assistant Human Resources Manager, Atlanta Region
Date: May 25, 2015
Re: Five Region Wide Human Resource Concerns
Ms. Kershaw, This memo is in response to the recent human resource issues that have occurred in the Atlanta region. You had emailed me and asked that I respond with the following. There are several human resources issues that are to be addressed. First is the Anderson Cost Club Store, where a concern of wrongful discharges has arisen. The second is involving utilizing temporary and contracted workers over the regular employees,
The real estate agent expressed authority and acted as an agent of Cost Club. Cost Club is legally obligated to purchase the building site. An example of this is the case of Allen A Funt vs., Chemical Bank case. Funt handled Candid Camera from the 1940s to the 1980s. He embezzled money through the years from CBS directly to his own account. CBS sued the bank for not monitoring the account better, but the court ruled in favor of the bank because Funt had a signed document between CBS and himself allowing access to those accounts with express authority. The implied contract was made in good faith and fair dealing, even without a signed purchase agreement. Since the property owner passed up other offers to set a deal with Cost Club, it implies the intent for
The application process must be non-discriminatory. The application must follow the regulations put forth by federal law and by the Americans with Disabilities Act of 1990. The interview process also needs to follow these regulations. Cost Club must follow processes to avoid negligent hiring. Applicants must be verified, and background check completed. Education should be verified along with experience, and other inquiries that pertain to that position such as verifying driving records and operator permits. All potential hires must go through a pre-employment testing where Cost Club ensures they can perform all essential duties. The tests must correlate directly with the duties of the position they are being hired for, and all employees will go through the same process. Once an official employee, they must be monitored and evaluated. Performance evaluations are to be unbiased. The Uniform Guidelines of Employee Selection Procedures apply to "tests and other selection procedures which are used for the basis for any employment decision '; therefore, the guidelines regulate the design and the use of performance appraisals (Bennett-Alexander & Hartman, 2007). The evaluations will be done on a consistent basis so that managers can track and compare