| Cost Club |
Memo
To: | Pat Sutton | From: | Leonna Whitfield | | | Date: | June 23, 2015 | Re: | Human Resource Issues | | |
Discharges at the Anderson Cost Club Store Pat, since the Anderson Cost Club Store is located in a right-to-work state, the general manager was justified in not giving the employees a reason for being discharged. There is no evidence of any broken labor laws or violation of employee rights on behalf of the general manager. In a right-to-work state, an at-will employee can be terminated at any time and without notice; as long as the discharge is not for reasons of discrimination, intimidation, retaliation, or breach of contract. There have been no formal complaints about any unethical treatment or violations from the discharged employees. Since this particular store is located in a right-to-work state, I can assume that the discharged employees signed an at-will-employment agreement which notifies them of the company’s right to terminate their employment without notice.
Reducing Employee Costs According to (Bennett-Alexander & Hartman, 2007), the definition of an employee differs depending on the statute, case law, and other analysis. For example, the Retirement Income Security Act defines “employee” as “an individual employed by an employer”, but one court determined that the nominal definition is completely circular and explains nothing (Bennett-Alexander & Hartman, 2007). Although it is slightly difficult to distinguish between the classifications of employees, it is significant for tax law compliance and categorization, benefit plans, cost reduction plans, and discrimination claims. For example, Title VII does not cover discrimination against independent contractors. Independent contractors are defined as a person who contracts with a principal to perform a task according to his or her own methods,