Cost Club One

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Instructions from syllabus:
|Individual |Resource: Scenario One: Cost Club | |13 | |Scenario One: Cost Club | | | | | |Consider the facts, issues, questions, and implications of the scenario, found on the student| | | | |website. | | | | | | | | | |Write a 1,050- to 1,400-word memo, in memo form, that is fully responsive to the scenario and| | | | |its five messages from Pat. Be careful to follow the instructions presented by Pat at various| | | | |points in Scenario One. | | | | | | | | | |Submit your final memo to your instructor. | | |

Club Cost
Cost Club Scenario #1 Paper
Cherie Hands-Dixon
University of Phoenix
Human Resource Law/ HRM 546
Phillip Quintana, JD
September 12, 2011
| Cost Club |
Memo
To: Pat Quintana
From: Cherie Hands-Dixon
Date: September 12, 2011
Re: Messages
The Cost Club Store in Anderson wanted to downsize the workforce by firing two of their employees for no reason given. It was stated in the previous e-mail the general manager must supply information for terminating these two employees. Otherwise the employees are to file a claim for wrongful termination and the possibility being awarded compensatory damages and punitive damages. Pat Quintana, the executive of human resources has concerns the company will lose this case if reasons for the discharge is not documented. The Anderson Cost Club Store could be sued for wrong termination under Title VII of the Civil Rights Act of 1964. This act into place to help shape our country with employment right. “Title VII of the Civil Rights Act of 1964 (a) It shall be an unlawful employment practice for an employer, (1) to fail or refuse to hire or to discharge any individual, or otherwise to discriminate against any individual with respect to his compensation, terms, conditions, or privileges of employment because of such individual’s race, color, religion, sex, or national origin; or (2) to limit, segregate, or classify his employees or applicants for employment in any way which, would deprive or tend to deprive any individual of employment opportunities or otherwise adversely affect his status as an employee because of such individual’s race, color, religion, sex, or national origin. Title VII of the Civil Rights Act of 1964, as amended, 42 U.S.C.A. sec. 2000e et seq., sec. 703 (a) (Bennett−Alexander−Hartman, 2007). Pablo, one of the employees fired on Monday is a Hispanic male and Sue is an African American women. Pablo will have to prove to the court, the general manager chose to terminate him because of his nationality. Pablo said his work was superior, and he received two bonus incentives, made employee of the month for January, February, and July, and received an annual merit increase within the last year. Pablo feels as though, he work harder than anyone in his group and always willing to give his teammates a help hand. Sue is the only African American women...
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