HRM 546 Week 2 Scenario One Cost Club

Pertaining to the administration, Cost Club is systematized into regions, and every region fosters its individual operational policies inasmuch as a moderate customer service and a low cost bottom line is perpetuated (University of Phoenix, 2012). There are various chronic human resource issues in a workplace that are to be focused on. Prospective illegal discharges are the first associated issue at the Anderson Cost Club store. The second related issue is the depreciation of employee costs by helping the regional CEO; proposing the application of ephemeral employees and independent contractors. The third issue comprises of the determination of Cost Club’s legitimate responsibility in three distinct circumstances as a consequence of vendor or employee error. The fourth issue is the proposition of possible choices to resolve the conflicts between the company and its employees. The final issue aims at the concepts associated with the Employment Law that may emerge in personnel actions and helping in the instruction of best practices in the areas of employee promotion, selection and performance assessments.
Message 1: Discharges at the Anderson Cost Club store
The state at which the Anderson Cost Club store is located is a right-to-work state, in which people own the right to determine upon joining or financially substantiating a union. This has no relationship with the reasons involved in terminating employees from Cost Club. This termination was done by the GM of the store as an action preceding the process of downsizing. Despite this being a valid reason, the GM was unsuccessful in documenting this information during the termination and stated that he trusted that the restriction to fire employees was unavailable. However, this argument is not legitimate. If the store is located in an at-will state, then the employer holds the right to terminate an employee, unless the involvement of any contract, even without any lawful reason. Even in this case, it is