...MEMORANDUM To: CEO From: Elementary Division Manager Date: 30th August, 2012 Subject: Response to the Employee’s Claim As the company is growing with a remarkable pace, the production schedule of the company has been modified and it has been affected from the onset of the New Year. According to the new production schedule, the employees work time has been revised. Now they need to work on different times than the previous time of the usual schedule. The employees which are related to the production related operations have to work for around twelve hours on the 4 days of the week and for them the next four days were holidays. Also the time table of the office staff has been revised. Now they need to work from 8 AM to 5 PM in the weekdays. And the weekends will be off for them. According to the employee who had filed the case against the company has stated that the firm is discriminating on the base of the religion and they need to bring modification in it. The firm is trying to compel the employees to come and work on the religious days too if it comes in between those four days of the production work which is not correct on their part and they need to bring modification to holidays in case of religious occasions. The Civil Rights Act was enacted in the year 1964 and hence known as the Civil Rights Act of 1964. It has several chapters which are related to various aspects of the rights that are provided to the citizens. The aspects range from the basic rights to the rights...
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...Mr. Jones, As you are aware, a former employee has filed a claim with the Equal Employment Opportunity Commission (EEOC) against Toy Box Industries (TBI) under Title VII of the Civil Rights Act of 1964, constructive discharge, after a work schedule policy change. The employee, who quit after the policy change took effect, is alleging that the enforcement of the company’s new policy on shift work is discriminatory because the policy requires employees to work on a religious holy day. In the past, production employees worked Monday through Friday. As a result of company growth, the production schedule was changed at the beginning of the New Year, requiring employees to work 12-hour shifts with four days at work and then days off. The four workdays can occur any day of the week, Monday through Sunday. The entire production staff is required to work this rotating shift. Office staff members had no change in their schedule and continue to work from 8:00 a.m. to 5:00 p.m., Monday through Friday. As requested, I have done some initial research into how the company should respond to the employee’s claim. Constructive Discharge Constructive discharge is a legal term that references a situation in which an employee feels “no other choice” but to resign their position due to alleged intolerable working conditions such as workplace harassment or discrimination as defined under Title VII of the Civil Rights Act of 1964. Two Supreme Court cases in 1998 provided some guidance regarding...
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...interesting discussion to use for the critical thinking process. Initially, when I thought about critical thinking as a task, my mind immediately focused on a problem and a solution. It most often times in my experience has been a lengthy discussion which resulted in numerous steps in the process. The model used by Browne and Keeley, is a different approach than what I was familiar with, however, it was quite unique when applying it to the PDQ CEO compensation evaluation. The PDQ scenario was very unique, because there was some background information provided which helped to frame the case of the writer. Without knowing the background information and why the task was being assigned, it would have been difficult to ascertain why the memo was written and also why the critical thinking exercise was even...
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...The value conflict that could present itself with regards to the PDQ memo, could be those individuals on the Board of Directors that agree with the salary of Mr. James. Some may argue that he is in fact worth every penny that he is paid and it is a salary well earned. Fallacies There were a number of fallacies identified by HR in the communication to the Board of Directors. The three fallacies were Mr. James’ personal wealth, the family relation to the PDQ founder and the negative attitude towards the town and other employees that were expressed by M. James. The mentioning of Mr. James own personal wealth was used to distract the Board from the issues at hand. The HR Department used an article published by two Wharton professors as a way to sway the argument. The memo notes that Mr. James is the only grandson of the PDQ founder and that he himself stands to inherit the company one day. This ties in closely with the personal wealth fallacy, in that Mr. James does not need this job because he is already quite wealthy, and will be even more so one day in the future. Finally, Mr. James exemplified a negative attitude towards the...
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...IT 500 Help With Memo Assignment Here is a general structure that you can use for your memo assignment. To: All Employees From: HR Department (or your name) Date: Today RE: My Memo Assignment XYZ... Opening lines would state what is being done, such as a policy on recording phone calls, monitoring emails, and so on. There is no minimum or maximum length here. Averages tend to be two or three paragraphs. Controversies Note the section heading. This helps to distinguish the text that you include to discuss controversies. As a hint, why is your topic controversial? What part of the opening paragraph stating the policies might someone find controversial and why? One may assume that stating “we are reading your email” is controversial, but why? Is it that the employees may expect such things to be private, but the company states otherwise? Best practice is to spell it out and not assume (even though in many cases the controversy may seem obvious). This is your chance to show critical thinking and analysis of why this is a controversy. Within the context of the memo, you can use writer’s prose to explain this to your employees if you want (not required, just a suggestion). Legislation Again, note the section title; this helps the reader distinguish your objective. Think of it in terms of you as an employee. If HR sends you a memo, you may not want to read an entire law word-for-word. Instead, consider mentioning a law by name, and giving a three- or four-sentence...
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...IT 500 Help With Memo Assignment Here is a general structure that you can use for your memo assignment. To: All Employees From: HR Department (or your name) Date: Today RE: My Memo Assignment XYZ... Opening lines would state what is being done, such as a policy on recording phone calls, monitoring emails, and so on. There is no minimum or maximum length here. Averages tend to be two or three paragraphs. Controversies Note the section heading. This helps to distinguish the text that you include to discuss controversies. As a hint, why is your topic controversial? What part of the opening paragraph stating the policies might someone find controversial and why? One may assume that stating “we are reading your email” is controversial, but why? Is it that the employees may expect such things to be private, but the company states otherwise? Best practice is to spell it out and not assume (even though in many cases the controversy may seem obvious). This is your chance to show critical thinking and analysis of why this is a controversy. Within the context of the memo, you can use writer’s prose to explain this to your employees if you want (not required, just a suggestion). Legislation Again, note the section title; this helps the reader distinguish your objective. Think of it in terms of you as an employee. If HR sends you a memo, you may not want to read an entire law word-for-word. Instead, consider mentioning a law by name, and giving a three- or four-sentence...
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...Chapter 1 Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management...
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...do is Human Resource Manager this is what interest me the most. A Human Resource Manager has a lot of tasks to do during the day. A few tasks that a Human Resource Manager does are to administer compensation, benefits and performance management systems, and safety and recreation programs. A HR Manager also recruits people, interview and selects applicants. Human Resource Manager provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. The Human Resource Manager also performs difficult staffing duties including areas with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. The Human Resource Manager has to advise managers on organizational policy that matters such as equal employment opportunity and sexual harassment, and recommend needed changes. The work activities for a HR Manager are interacting with computers and computer systems such as hardware and software program, entering data, or processing information. Human Resource Managers work context are electronic mail, telephone, public speaking, time pressure, and letters and memos. There are tools that a Human Resource Manager uses during their job everyday job is desktop/laptop computer,...
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...supermarket products in large stores located in many areas of the United States. Cost Club is administratively organized into regions, and each region is permitted to develop its own operational policies these worekersliijijijijoijmmkhere are many strong competitors to Cost Club, with some regions experiencing more competition than others. Your Role in Cost Club You recently have joined the Atlanta regional office of Cost Club as the Assistant Manager of Human Resources (HR) for the region. If you do well in this assignment, you may advance to the HR manager spot when your boss, Pat, moves on to another executive role in Cost Club. For memo purposes, Pat’s last name is the same as the last name of your facilitator. Pat has explained that while the Manager’s role is to focus on long-range and integration issues involving the entire region, your role as assistant manager is to deal with HR issues that arise routinely in the workplace. Pat has forwarded you a number of e-mails that present situations referred to HR; you must look at the situations and respond to Pat in an e-mail that addresses all the forwarded e-mails. Pat apologizes for not giving you time to settle in to your new position, but says that these are significant and time-sensitive issues that have to be dealt with quickly. You immediately begin examining the forwarded messages. Dealing with the Problems Message 1: Discharges at the Anderson Cost Club store. The first e-mail, with attachments, provided background...
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...Service Request SR-rm-004, Part 1 Name University Of Phoenix Riordan Manufacturing is a globally renowned plastic manufacturer, with almost 550 employees all over the world. Currently, they approximately earn $46 million every year. The manufacturing firm is owned by the Riordan Industries that gather a revenue of more than $1 billion. One of the changes that Riordan Manufacturing made in their operations is the incorporation of a Service Request order, SR-rm-04 to aid them in their analysis and maintenance of their HR system. This is one of the ways that shows that the company always hopes for innovations for their Human Resource Information System. With this Service request, the company asked my team to analyze their HR System, and identify different tools that the company can adopt for their Human resource Information system. With that, we will begin this Service request by following the typical Systems Development Life Cycle (SDLC), the first step is to the analysis stage. Riordan Manufacturing named under its founder Dr. Riordan, a chemistry professor. He started the business by acquiring various patents regarding polymer processing, and turning them into high tensile strength plastic substrates (Riordan Manufacturing, 2010). Company operations officially started in 1991, and a year after, it was officially named Riordan Manufacturing Incorporated. Since then, the company started to grow as the major plastic manufacturer for plastic injection molding (Riordan Manufacturing...
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...Service Request SR-ht-001 Create a Benefits Election System Organization: Huffman Trucking Locations: All Hub Locations Requester: Kenneth Colbert, Director of HR Description of Request: Development and installation of a benefits election system to support the tracking and reporting of employee (union and non-union) benefits. Background of Request: Memo to Graham Grove, 3/22/04 , on Health Insurance Benefits. This memo is located on the Huffman Trucking Intranet site under Human Resources – Communications tab. (see below) Expected Results/Impact when completed: Creation of a project plan in Microsoft Project that will be used to manage, track and report the progress of this software development to the management team. Memo To: Graham Grove, Vice President of Industrial Relations From: Keneth Colbert, Director of HR Date: March 22, 2004 Re: Health Insurance Benefits Graham, we’ve recently reached some decisions about alternate health care benefit programs for our non-represented employees that I thought you might find interesting. We will be moving to a flex plan this year, with the following options for employees. Health Insurance 1. Standard plan—no employee premiums. $20 co-pay per visit, insurance pays 75% of eligible hospital and covered expenses. Employees can purchase dependent coverage: company pays 50% and employee pays...
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...Willis, who joined the company as VP for the HR software division five years ago. Before coming to Blue Sky Willis was an executive with a major accounting/consulting firm. Blue Sky is divided into three divisions: Machine Tool Software—This division develops machine tool software used in the auto industry. Some of the software is utilized by the major manufacturing companies, but mostly they serve suppliers of parts and components. HR Software- This division has developed Human Resource Management software to be used in the retail industry. Their major client has been the Best Dollar Retail Chain, which sells upscale style, but affordable clothes for teenagers. They have retail locations in most parts of the country, except for the mid Atlantic and New England states. Most of their stores are in medium to small cities. Heath Payment Software- This division has developed software for state governments to help manage their Medicaid provider payment systems. They provide this software for 15 states scattered across the country. Each division is headed by a Vice President: Machine Tool—Michael James- was one of the founders of the company, and has been with Blue Sky since the beginning as VP for Machine Tool Software. This was the first business line for Blue Sky. HR Software- Mary Garrison- she has just started with Blue Sky, and replaced Willis when he became CEO. She had previously been an Associate VP for HR Technology at Best Dollar, and was the major...
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...Service Request SR-rm-004, Part 1 Name University Of Phoenix Riordan Manufacturing is a globally renowned plastic manufacturer, with almost 550 employees all over the world. Currently, they approximately earn $46 million every year. The manufacturing firm is owned by the Riordan Industries that gather a revenue of more than $1 billion. One of the changes that Riordan Manufacturing made in their operations is the incorporation of a Service Request order, SR-rm-04 to aid them in their analysis and maintenance of their HR system. This is one of the ways that shows that the company always hopes for innovations for their Human Resource Information System. With this Service request, the company asked my team to analyze their HR System, and identify different tools that the company can adopt for their Human resource Information system. With that, we will begin this Service request by following the typical Systems Development Life Cycle (SDLC), the first step is to the analysis stage. Riordan Manufacturing named under its founder Dr. Riordan, a chemistry professor. He started the business by acquiring various patents regarding polymer processing, and turning them into high tensile strength plastic substrates (Riordan Manufacturing, 2010). Company operations officially started in 1991, and a year after, it was officially named Riordan Manufacturing Incorporated. Since then, the company started to grow as the major plastic manufacturer for plastic injection...
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...Project Budget Marie Harper CMGT/410 October 13, 2013 Joel Erickson Project Budget BUSINESS MEMO IT TRAINING OUTLINE INTRODUCTION: There should be a method which has to be used for training as well as a method should be created together with that method. For both of these ways to achieve success, training resources should not be wasted. To make sure that resources would not be undermined, a lot of problems must be resolved. The organization policies, infrastructural problems, as well as social problems within the company may all require to be noted prior to a properly oiled training session can happen. It is, nevertheless, worth noting that irrespective of the scheme selected for training, the route must be clear for the users. The training which the users will need will depend on their background, the objective of the training, attributes of the system, any kinds of latest user interfaces, and so on. This task is an explanation for a demonstration provided by a combination of HR as well as IT experts, streamlining organization policy and procedures, for a company-wide conformity system. The training will be put into practice by the head office, along with training to be implemented in a central location. This will be favorable to all of the other satellite offices, making them effortlessly accessed by the administrators who will be attending the training classes. Training will be located on the Central Office site, to reduce training expenses. The training...
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...Workplace Surveillance Memo Anna Wright Southern New Hampshire University P. Bass To: All employees From: HR Department Date: November 2nd 2014 Re: Workplace Surveillance Memo This memo is to inform you that going forward we will be installing software on your computers that will be monitoring your emails and internet usage. This new policy will take effect immediately and the monitoring will only take place when you are at work (ie: at the workplace or any other place working). While at work we want to make sure that you are using your time to perform work, please make sure that you are using the internet as needed to perform your job and ensure that you are not using your email for personal use or to conduct any other business. We will also be blocking certain websites on Company owned equipment. This policy change is to protect the integrity of the company as well as to ensure that company time is being used in appropriate ways. We are sure that you will stick to the policy at all times while “at work.” Any questions or concerns should be directed to the HR department directly. Controversies We understand that this might feel like an invasion of privacy but please understand that that is not what this policy is meant to do. We want to protect the company and our customers as well as ensure that we are adhering to the laws when it comes to your privacy. We also want to ensure that when on company time employees are using that time to carry out work...
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