Kudler Fine Foods is currently transitioning itself towards adding a catering service and including organic products from local growers. As a result, Kathy Kudler has decided to shut down some departments for three months of refurbishing. This will result in the termination of some employees. When Kudler Fine Foods shuts down its deli, confectionary on-site meal preparation departments during it’s time of refurbishment, many legalities must be considered by both employee and employer. Legally, Kathy Kudler has the right to shut down any department in her stores for any reason.
Cost Club Michelyn Johnson HRM/546 May 12, 2014 Brian La Hargoue Cost Club | Cost Club | Memo To: | Pat La Hargoue | From: | Michelyn Johnson | Date: | May 12, 2014 | Re: | HR Resolutions | | | Message 1: Discharges at the Anderson Cost Club Store The Anderson Cost Club store which is located in a right to work state is allowed to terminate an employee without giving a rationale. Because the general manager stated he let the two employees go due to downsizing his workforce in his store he would have to provide evidence of that. The downsizing of the organization is legal because it does not violate the WARN Act. There are issues I would address and make the general manager aware of to prevent costly litigation.
Unit TC 204 3.1 What would you do if a service user or a visitor wanted to make a complaint? How would you help? What attitude would you have? If a service user wanted to make a complaint I would write down the complaint word for word and give it to a senior member of staff to deal with if there was no joy form the senior then I would go to the manager. If the resident that is making a complaint has not got full mental capacity then I would ask another member of staff to take the complaint with me so that it was witnessed.
Review Memo to the Executive Vice-President This message should be short but complete coverage of the subject matter. The information remaining should be worded concisely. The executive vice-president would like to know the differences between the two terms LIFO and FIFO so that the management can decide which inventory valuation method the company should use. Therefore, focusing on how it would affect on the P&L statements is necessary. Start the memo by mentioning to the main point that he is looking for.
Nevertheless, this may be best, because you don’t have any personal relationships and you can be objective and operate in the best interests of the company. Please provide me with a memo that identifies the employees you believe should be discharged. Include an explanation of what principles of employment law are relevant in the case of each of the three employees: State what the employee would have to prove to win a case of discrimination against us and whether you believe an employee would win the case, based on the facts presented below. Also, indicate what actions management should initiate to put ourselves in the best possible position with regard to each employee’s possible claim of discrimination. Our region encompasses several states, so don’t consider any state laws—just the relevant federal law relating to employment and discrimination.
These may be misunderstandings to do with ineffective communication or it may have to do with differences in cross-cultural communication. If you sense a conflict brewing, do not allow it to fester, resolve it early. Be direct and courteous. Develop a plan of action to address the problem with your co-worker and then work together toward resolving it. Healthcare settings need to develop a clear written workplace policy stating that harassment and discrimination are not tolerated and establish a process for hearing complaints while maintaining confidentially by appointing an appropriate ‘Contact Officer’ to deal with complaints.
Supervisors should always be aware and encourage employees to discuss any issue with them. This will make sure that and problems the employees have, they can be dealt with early instead of turning them into grievances against the company and its workers. This would be the second best practice. When problems are dealt with when they first come up and employee feels like what concerns them is also what concerns the company and is therefore dealt with then and there or the supervisor can find out ways to deal with them. When problems are not dealt with they can become conflicts against the company that can take long times to settle since they employee most likely found someone who would listen to them.
Ensure any verbal reports have been put into writing and make a copy for your manager and keep a copy for yourself! Ensure you preserve any evidence of the abuse – it could be crucial. Follow your company’s whistleblowing policy and procedure. If you feel you are not being listened to or not being taken seriously then you have the right to report your allegation to the next level of management, local social services, police or
Your supervisor will ask you about the problem and any steps you have taken to deal with the situation. Your supervisor should listen with an open mind, gather all relevant facts and act promptly and fairly. Your supervisor should follow up to ensure that the corrective action has been taken and the cause of the grievance properly addressed. Should you be unwilling to approach your direct supervisor because the grievance concerns them, you can speak with someone else – either their manager or a Contact Officer. Step 3 If the problem is not resolved you may be required to notify senior management or the employer (usually in writing) as to the nature of the grievance, with a request for a meeting to further discuss the problem.
• Any expected or new thoughts that are produced ought not be edited or dismisses. • Then, concentrate on particular thought and arrangement that ought to execute that has powerless to meet the worker's acknowledgement Group communication Public communication • Having an appropriate examination with representatives with their worthy vicinity. • I need to bring up with the thoughts that ready to defeat the issue with clarity of message and proclamations, best case scenario to verify error and miscommunication are from employees assume to be