546 Cost Club

Cost Club

Sonya F Daigle

546

June 08, 2015

Denise Brown

Memo

To: Pat Brown

From: Sonya Daigle

Date: June 8, 2015

Re: HR Concerns - Dealing with Problems

Message 1: Discharges at the Anderson Cost Club store

There has been some concerns regarding the Anderson Cost Club store general manager (GM) decision to fired two employees due to downsizing the workforce in his store. The GM did not give the employees any reason for the termination and the employees will file a wrongfully discharge lawsuits. The Anderson Cost Club is located in a right-to-work state and is a nonunion. The employees needs to understand the Anderson Cost Club has no restrictions on the right to fired employees.

Because of the right-to-work laws, the GM does not have to give the employees reasons to terminate their employment because there was not a contract agreement. Right-to-work laws do not aim to provide general guarantee of employment to people seeking work, but rather are a government regulation of the contractual agreements between employers and labor unions that prevents them from excluding non-union workers, or requiring employees to pay a fee to unions

that have negotiated the labor contract all the employees work under. (en.wikipedia.org/wiki/At-will employment 2015). At this point, I am not concerned about losing the lawsuit against the employees because Anderson Cost Club has not broken any laws to discharge the employees.

Message 2: Regional CEO’s questions about reducing employees costs

Based on my readings, independent contractor works his or her pace as defined by an agreement, being ineligible for employer provided benefits and retaining a degree of control and independence. While the independent contractor is his or her own boss, work stays within the definitions of oral or written contract and adheres to certain requirements. An employee, on the other hand, relies on the business for steady income, gives up elements of control and independence, is...