To: Human Resources Manager
From: Assistant Manager Human Resources
Date: 11/7/11
Re: Response to Memo received on 11/6/2011
Message:
Message 1 – Discharges at the Anderson Cost Club
The question to be addressed: if the GM (General Manager) can discharge employees without cause.
Mr. Smith, GM – since the store is currently facing financial and economic hardship during this recession, there aren’t any repercussions from Federal or State Law. You terminated the employees under tenuous economic pressure.
While there are certain exceptions to the Doctrine of at-Will employment conditions that the company has to be mindful of, this case is not an example. Cost Club’s Handbook clearly indicates in the Termination Policies section that, “if the company has to downsize, merge or relocate there may be a reduction is staff.”
Message 2 – Regional CEO’s question about to reducing employee costs.
The question to be addressed: will the law allow reduction in force through the use of temp’s and contractors
Mr. Taylor, CEO - Your request to amend the staff at your location is here by granted. Under Termination Policies in the Cost Club Handbook the employees understand that they are at risk and the terms of their “at-will” contract allows Cost Club the right to adjust their relationship with our company. You might suggest to those that you want to terminate an alternative. Suggest this to them, that instead of a complete severance of the relationship, you could offer them part-time hours until the company’s economic status is back in-the-black. Please let them know that they will have to sign a new contract with the new terms outlined.
This option may appease them just enough to overt the thought of legal action. Although Cost Club is standing on solid ground, we do want to avoid any undo legal action. So please consider that fact that Cost Club has put a