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Cost Club Scenario 1

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Submitted By vkenn78239
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Hrm 546
Scenario One: Cost Club
Cost Club is administratively organized into regions, and each region develops their own operational policies as long as the low cost bottom line and reasonable customer service is maintained (University of Phoenix, 2012). There are several routine human resources issues that need to be addressed in the workplace. The first issue involves potential wrongful discharges at the Anderson Cost Club store. The second issue is assisting the regional CEO in reducing employee costs; addressing the use of independent contractors and temporary employees. The third issue involves determining if Cost Club is legally responsible in three separate situations because of employee or vendor error. The fourth issue is addressing alternatives to settle disputes between employees and the company. The last issue involves addressing the Employment Law concepts that can arise in personnel actions, and assisting in the training around best practices in selection, promotion, and performance evaluations of employees.
Message 1: Discharges at the Anderson Cost Club store
The Anderson Cost Club store is located in a right-to-work state which secures the right of employees to decide if they want to join or financially support a union. This will have nothing to do with how or why the two employees were terminated from Cost Club. The GM at the Anderson Cost Club store terminated the two employees because he wanted to downsize his store’s workforce. This is a very valid reason for the terminations, but the GM failed to explain and document this information when discharging the two employees. The GM stated he believed there was no restriction on the right to fire people but this is not a legally supportive argument if it goes to court for wrongful termination. If Anderson Cost Club is in an at-will state, an employer can discharge an employee with or without cause

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