Mid Term

Topics: Employment, Termination of employment, Layoff Pages: 7 (1150 words) Published: December 4, 2014
Memorandum for Record to the President of Moore Beer, Inc Sir or Ma’am,
You have entrusted me Edith Taylor as your Vice President of the Human Resource Department to terminate the employment of three employees. You have given me a group of five employees in which three of them must be terminated and two may be folded into existing positions in the rest of the company. This memorandum includes a brief description of each employee, my recommendation for termination or retention, possible risks that may be inherent with each particular employee in terms of post termination litigation, and severance offered if applicable. Sally James

Ms. James 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 administration 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. Pros:

Team player
Helpful
Hard Worker
Loyal
Cons:
Absenteeism
No education noted
Possible Litigation:
Age Discrimination which prohibits employers from discriminating against individuals who were 40 to 65 years old (Mondy, 2014, pg. 53). This case will not be substantiated because Ms. James’s age was not considered in this decision. She does not qualify for any open positions in the company. Severance Package Recommended

Ms James have been with the company for 20 years. So I am recommending that we extend to her a lucrative retirement package to include payment for unused vacation and sick days. Margaret Jones
Ms. Jones is a 28 year old African American female. She is a very dynamic salesperson. Although most of the new division’s sales came from Margaret’s 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 of work in the last 12 months.

Pros:
Hard worker
Ambitious
Cons:
Absenteeism
No Education Noted
Possible Litigation:
Title VII
Discrimination based on Race: it is illegal for an employer to discriminate in hiring, firing, promoting, compensating, or in terms, conditions, or privileges of employment on the basis of race, color, sex religion, or national origin (Mondy, 2014, pg. 49). The decision to let Ms Jones go had absolutely nothing to do with her race. The decision to release Ms Jones was due to the fact that she did not qualify for any available positions in the company. Severance Package Recommended

3 Months’ Salary (Base pay only)
Letter of Recommendation

Phillip Price

Mr. Phillip Price 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 advance 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 is homosexual and he feels like others in the company have been treating him differently since he “came out.” Pros:

Veteran
Experience
Cons:
Absenteeism
No Education Noted
Possible Litigation:
Possible Sexual Harassment which is defined as unwelcomed sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature. Sexual...

References: 1. Twomey, D. P. (2013), Labor and Employment Law.
2. Mondy, R. W. (2014), Human Resource Management.
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