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Instructions: Review the following case scenario and instructions. Write a minimum 5- page to a maximum 7- page paper, (cover page, reference page and appendices do not count toward this requirement)
Instructions: Review the following case scenario and instructions. Write a minimum 5- page to a maximum 7- page paper, (cover page, reference page and appendices do not count toward this requirement) in APA format, addressing the issues outlined in the attached scenario. Your paper must identify and discuss all of the applicable laws and how they apply to each of the five (5) employee situations.
The paper should be organized around an introduction, body and conclusion. APA citation to information from the textbook is required. APA citation means in-text citation to information from the textbook, including page numbers, within the text of the paper and a separate reference page
Reduction in Workforce Exercise
Moore Beer, Inc. is a 25 million dollar a year micro brewing company heavily involved in the direct marketing of its various micro brew products. In order to cash in on the internet selling boom, Moore Beer, Inc. opened two new online marketing and direct distribution channels.
Soon after these websites went live, technology problems, together with sluggish sales killed the companyâs profits. As a result, the company has decided to abandon its new direct marketing plan and to reduce its workforce.
You are the Vice President (VP) of Human Resources (HR) for Moore Beer, Inc. The President of the company has asked you to terminate the employment for a number of employees. He has given you a list of people to consider and has charged you with writing a memo describing which employees to terminate, the reasons for each termination, what, if any severance is to be offered and what risks might be inherent with each particular employee in terms of post termination litigation.
Your job as VP of HR: You must fire 3 of these employees. Two employees may be folded into existing openings in the rest of the company.
Here are the employees:
Mike Smith: Mike is a 34-year-old Asian male. His overall track record with the company is above average. His productivity is above the median although other employees complain that they have difficulty understanding him because he speaks English with a heavy accent. This has been a problem when he is answering calls from employees at the company information systems help desk. He has achieved no special honors or awards while employed with the company. He has a Bachelors degree in Information Systems from a good University. His job duties include maintaining existing computer systems which will be obsolete after the reduction in force. He has had no absenteeism.
Phillip Pierce: Phil is a 32-year-old White male. His overall track record with the company is average. His productivity is average. He has been solely responsible for much of the quality programming which took place in the program being abandoned. He holds no advanced degree but his experience in the Navy has given him practice experience that goes beyond the abandoned programs. However, Phil seems to have an absenteeism problem, missing 17 days in the last two months. Phil has recently let you know that he has a neurological disease and he feels like others in the company have been treating him differently since he became ill.
Sally James: Sally is a 55-year-old White female. She is beloved at the company for her friendliness and willingness to help others. Sally is an administrative assistant assigned to the overall organization of the failed marketing endeavor. Although it failed, it is generally thought that Sally did a great job in her administrative tasks. Sally has been with the company for 20 years and is a single mother with a young son in college. Terminating Sally will cause almost immediate financial hardship for her. Sally has missed 13 days in the last two months.
Margaret Jones: Margaret is a 28-year-old African American female. She is a very dynamic salesperson. Although most of the new divisionâs sales came from Margaretâs hard work, she is generally perceived to be a ladder climber and puller and out only for herself. She is not perceived to be a team player although it is widely recognized that she is smart and talented. Margaret is very active in the local chapter of a civil rights group and, on several occasions in the past, has complained on behalf of other employees when she believed they were not being treated fairly. She has missed two months work in the last 12 months.
Jenny Williams: Jenny is a 30-year-old female. She is originally from South America, and is fluent in 3 languages in addition to English, which is very helpful to the company's marketing efforts. She holds a Bachelors degree in Advertising and was the public relations person assigned to the team. When at work, Jenny does a very good job but she has missed multiple days lately because she is early in a pregnancy. Jennyâs husband has recently lost his job and she has expressed to you her concerns for her job and continued health care during her pregnancy. She recognizes her attendance problems and has promised to be better in her attendance just as soon as she gets past her morning sickness.
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****** ** ********** **** health insurance coverage with *** ******* *** **** ** *********** ***** ***** ** if she decides to **** * ******* against the company ** *** thinks she *** been ********** ******** ********* ** *** *** ********* the *** ************** ** ********** *** (1967) which ******** individuals *** *** ***** ** ***** *** ***** *** this *** ** ****** ** ****** *** severance ******* **** is ** *** *** issue **** **** ********* Pierce;His ****** are no ****** ******** ** *** company as his ******** **** **** ************* though *** navy ****** may **** ** ***** **** may *** ** ****** ** *** ******* anymore ** **** *** attendance ****** and *** missed **** ******* explanation *** may ***** reduction ** *********** ******************* may **** *** *********** ** wrong ******* ** his ******** *** **** **** ****** *** his termination he *** *** **** a ******* ******* *** other ************** ** is ** ****** ****** ** *** ******* *** ******* ***** ** ** ****** that **** help in ******* **** and ******* ** **** ***** *** ****** *** ** ****** needed If ** decides ** *** the ******* with a lawsuit about *** health ** ********** then there may ** need forseverance ******* ** ***** ******** ********* ** ******** article “Using ********* ********* ** Avoid *********** **** though his personal issues and ****** ** *** *** ****** *** *********** ** ** entitled ** ************ ******** ***** ** **** ******* *** *** apply *** ****** ********* ******** for a *** ***** and ** ******* *** ***** *** ********* ****** ** *** a problem ******* ***** with *** ********** but **** ** *** to *** ***** ****** *** Asian ****** *** **** caused problems **** employees **** ** is on *** ***** ********* *** require change in his ******** is **** in his *** and *** ***** ****** * *** ** ****** ** ** ****** ** *** ******** systems ** *** ******* ****** ** hard ** ********* *** His *********** **** ******* ********** of another person ********* ** **** for *** termination *********** *** ***** **** him sue the ******* over ************** ********* Title VII ** *** ********* ****** Act ** ***** which ********** ********** ************** ***** ** **** *** color ******** ** national origin *** only reason for ****** **** ** *** *********** ***** *** ********* *** work *** ****** ** is ****** ** **** *** than **** *** and *** a ******* *** **************** case ** *********** he ** ******** ** receive his last pay ***** apply *** ****** ********* coverage *** **** ************ ******** ***** ** **** ******* jobJennyWilliams; *** ** *********** and *** fluency with * languages *** ****** *** company’s ********* efforts and **** ** *** ******* ****** *** ****** ** ********* *** *********** *** ** ******** ** ***** ***** **** ** *** ******* Her ********** ** *********** *** ********* may ** used in ***** *********** in the ******* ********* *** **** ** **** *** ****** **** ****** ***** pregnant **** *** ******* *** from termination *** is ********* good ** *** **** *** ***** **** *** ** wrong ****** **** ************* **** *** ********** *** *** ******** during *** ***** **** ** *** pregnancy *** will **** **** **** ****** leave ***** *** ** ******** to ** the course ** *** ********* According ** *** Pregnancy ************** *** ************** *** *** pregnant ** ******** ** ***************** ********** **** ** ******* ** *** same ****** of *** *** ***** and ********** ** ***** *********** as ***** employees” *** ****** no ***** ****** to fire *** *** is ******* ** ******* **** *********** her ***** **** ******** *** health ********* ********* to ************ Omnibus ****** ************** *** ****** **** discharged she ** **** ******** to apply *** health ********* *** unemployment ******** ***** *** **** ******* *** Her ****** ** marketing and advertising *** **** ****** ****** ** **** *** ******* **** *** companyEach employee is ******** ** ******* a ***** ******** *** the option ** ********** **** ****** ********* ******** *** ************ ************ ******** ******** packages can ** ******* to avoid ******** *** ************ ** the employee ********** if *** ******** feels they **** **** wrongly ************* ********* ******* may *** ** ********* unless ***** ** * ******* ******* between *** ******** *** employer ********* severance ******* ** *** ******** has a **** ** ****** them *** or the employer made ** **** ******* ** give out one ********* *** ********* ** **** one ********* ** The **** ***** *********** terminate *** employees ** **** ******* to **** them **** * ******* ****** *** his or *** *********** ********* ** *** ********** Standards *** **** **** ** (54)Should **** receive * termination ****** ********** ****** for ***** terminated **** *** company ****** sure *** ****** **** *** **** *** **** ** ************** no ****** **** **** The termination ****** ****** ** clear ** *** reasons of terminating the ******** *** ***** reasons ****** ** ***** *** ******** related REFERENCECharles * **** ******** ******** Employment-at-Will-Doctrine: Three Major Exceptions; monthly labor ********** * ***** * Martin L (nd) **************************** 11 **** ********** ******* ****** *********** Termination: How ** Fire * ****** *************** Penguin ************* ******* (1996) ********* **** ************************* N ****** ******** ***** ****** ***** landscape of retaliation and ************************* and ********************** ************ York ****************
