Cost Club Human Resources Department

Scenario Two terms Club Human Resources De areament University of Phoenix Carlos Flores HRM/546 Human Resource efficacious philosophy Instructor Christopher Fl and so oner February 26, 2010 Abstract The new assistant manager (AM) receives an e-mail from his the HR manager Pat Fletcher requesting downsizing the HR department from eight employees to fivesome. He wants recommendations of the trinity selected employees to be terminated. An explanation of what principles of function laws that big byplayman reach to the triple employees.What action should management take in preparation if some(prenominal) of the three employee file contrast cause and chances of the association win. Recommended Employees Indentified for termination I clear identified the employee for termination based on their work experience and blood function that could be assimilated by the rest of the five stay employees in the Human resource (HR) department. The avocation are Diane/Ten years of servi ce- records medical specialist handling the wellness care issues and compensation matters for the comp whatever. Greg/Five years of service- stool learned to do complex work however, not trained in real HR work. He has helped in the tech hiring attend to for the comp all. Horatio/ sextette months of service- has been place in the HR department and has learned the basic of health and insurance however, not a full experienced employee in this area. The three employees identified are 2 male and one female. The principle employment law that are relevant to all three employees is Title seven-spot of the Civil Rights Act of 1964- which prohibits employment discrimination based on race, color, religion, sex, or national origin.Possible Discrimination expression against Cost Club The likely three types of discrimination cases filed from any of the identified employees would be Race Discrimination-Horatio is Hispanic and the newest member of the HR department. He would study to take the stand because he is Hispanic and limited English language that the company is terminating him because of this factor. An some other fact would be that he was engage based on a settlement with the EEO case and not following up with our commitment. I see this second part would not pee-pee any grounds because the company gave him an opportunity and hired him.The company in good faith placed him avoid any conflict among other company employees to place him in an office environs instead learning HR practices. He submitted an application to work in one of the stores. I view both facts non relevant because we did hire him and digest placed him in a position which he did not apply for and he accepted the position and training we have given him on site Gender Discrimination-Diane is female and has been with the company for some time. Diane would have to prove that we are terminating her because she is female.This would be very hard to prove because we have not discriminated based on gender and there are two other employees male and one of them is minority in the process of being terminated. some other fact is that the HR department has two other female employees. Diane is in any case aware that she had a minor attendance performance where we worked with her and still unploughed her with the company. The company also has other females working in the stores and this indicates that we do not discriminate against gender. Religious Discrimination-Greg cannot work on weekends due to his religious beliefs. He may try to file discrimination because he cannot work on weekends due to his religious beliefs. This would be difficult to prove because the company has value and have made provisions to accommodate for him to be off on all weekends compared to the rest of the HR department that has to work on weekends when needed. The company would win in such case because we have provided attention to his needs. centering actions and Incorporating effective references Top management and the HR department should work in concert and be ready for any discrimination claims that any of the three recommended employee might file claims due to their termination. The HR department should meet with each of them in private in our office to explain the reasons why the company has distinguishable to terminate them. We should explain to each employee the laws that the company follows and that the terminations is based on our economy, cost factors and reduction in workforce.Since each employee can file a antithetic discrimination case by providing the reasons and the company projections they should understand fully of the contemporary company situation. We should explain to them that their position will be eliminated and taken over by the more experience remaining employees in the HR department. The company should give all three each employees advance carte of termination so they can make necessary arrangements in seek employment elsewhere.The HR department should provide all information as to their rights, benefits with documentation to the labor department so they can take improvement of unemployment benefits. Since this termination is beyond our control we should ensure that the process is done in a timely and professional positive manner. The HR department should have in our meeting with the employees documentation signed by all in acknowledgement of the company decision and their acceptance. In the case that one of the employees do not agree further explanation and any references of any government agency if needed. Discrimination charge response processThe process we should follow in even the one of the employees file a discrimination case would be the following Listen to the employee and assure them the company understands their thoughts. cram all documentation on the employee as to name, date for hire, performance reports etc. being ready in advance of such claim. Consult with our legal team in the event the employee wants to fight the claim in legal battle. We should cooperate fully with any claims from the federal agency on any investigation, documentation if we get notification on any discrimination case files by the employee being terminated.The HR department will retain five of the eight employees due to their years of experience with the company and some of them have already assumed a management role to support the department. The remaining employees can assume the new duties in a very hapless time with no negative impact toward the company mission and goals. The following employees will be recommended to stay in the HR department Abigail, Brad, Charles, Edith and red hot. analogy Table Employee Name work YearsCompany Human Resource ExperienceRecommendation to remain in HRRecommendation for termination Abigail 7 HR Experience /Management roleRemain Brad 35 HR Experience / Management roleRemain Charles 20HR Experience / Recruitment roleRemain Edith 25HR Experience / Employee RetentionRemain Frank 15HR Experience / Multiple HR rolesRemain Diane 10HR Experience / Insurance Compensation roleTerminate Employment Greg 5 LimitedTerminate Employment Horatio 6 monthsLimitedTerminate Employment References Bennett-Alexander, D. D. & Hartman, P. L. (2007). Employment law for business (5th Ed. ). New York McGrawHill. Retrieved February 26, 2010