Long Term and Integration Issues – Issues Against DischargeEssay Preview: Long Term and Integration Issues – Issues Against DischargeReport this essayMemorandumPat, HR ManagerFrom:HR Assistant ManagerDate:December 10, 2012Subject: Long Term and Integration IssuesIssues against DischargeDischarge of employees without reason may be harmful for the organization, because an employee may file a lawsuit against the employer alleging they were wrongfully discharged. If an employment-at-will relationship exists between the employee and employer it does not mean an employer may terminate an employee in a discriminatory manner. Federal Anti-Discrimination laws prevent employees from wrongful discharged by an employer (Lawson, 2012). Employers may be penalized with respect to terms and condition of employment for a wrongful act. The Civil Rights Act of 1964 provides protection to employees against wrongful discharge, depicting employers may not terminate an employee on the basis of race, gender, religion, color, etc. (Jose, 2009) The lawsuit against the company because of the wrongful discharge may be harmful for Cost Club as there is no specific reason for terminating the employees.
Reduction in Employee CostsAn organization may use different types of workers such as temporary workers, part-time workers, and contract work arrangements to perform organizational processes. Many times, it assists the seasonal demand of organizations and creates an increase in the organizational performance. Temporary workers include different categories of individuals who may be hired for definite or indefinite periods. The temporary workers report directly to the employer and receive their compensation from the company. Part-time workers can be define as workers who have shorter working hours within the organization in comparison to others. The rules, policies, and procedures for part-time employees are the same as for regular employees but different from the temporary workers (Part-Time and Temporary Employees, 2012).
Reasonable Benefits—Reductions in the Cost of Work and Related Revenues in Employees. When an organization invests in the employee by operating costs, wages, and benefits, it is obligated to pay those costs to the employer. If the organization provides the cost of the operation to the employer as a reduction in employee costs, as in the case of other types of employee services provided to employees based on employer contracts, the employee can choose to not make any changes to the cost of the operation or to a change in its cost structure. For more information in Part C of this definition, see Section 29 of the Labor Code, Chapter 12, Section 6, and the following sections:
Employers are required to provide reasonable benefits to employees for all hours of business. A reasonable amount of work must be done by employees, including those who do not work at the time of their shift. The employer is required to provide a program of minimum hours and additional time to employees as part of the employer’s overall job-training program. As a result, a employer must:
Employers are not required to provide employee service or health care, or any other basic benefit of a type that would otherwise entitle a work-related worker in connection with the establishment of the organization to such service or health care. Employees are not covered by employer health insurance, because no employer is required to cover the cost of health insurance (see Section 30(j) of Code of Federal Regulations, 2006). Employee health insurance is subject to cost sharing requirements (including deductible plans) for employer care plans, and requires that the employer cover all or part of the cost of such policies. If a group of employees makes medical treatment or health insurance on behalf of one of the required employees, however, the individual is not covered under the cost-sharing requirements. These provisions under article I, 7 of Title 15 are to be considered the same as under article I, 15(j). If the organization does not provide the cost of operating the facility under the current rules, such as by performing its own internal health care services, the employee will not be covered under any of the cost sharing requirements. It is the individual’s discretion to allow the employer to make a change to work conditions or on its behalf. When the organization participates in an organization’s health care program, individuals who are not covered under health insurance may use their private benefits to pay for individual services. The individual may request participation in the employee health care program by using such reimbursement as will result in the utilization of the employer’s health care service and other health care services and the utilization of the employees’ public benefits. Individuals who receive a premium-like contribution to an employee’s public health care costs for part time work within an organization are not covered under an individualized employer health care program under section 12a of the Act (S.C. 1182, ch. 89, 52).
Employers are required to provide employee service or health care, or any other basic benefit of a type that would otherwise entitle a work-related worker in connection with the establishment of the organization to such service or health care. Employee health insurance is subject to cost sharing requirements (including deductible plans) for employer care plans, and requires that the employer cover all or part of the cost of such policies. If a group of employees
Reasonable Benefits—Reductions in the Cost of Work and Related Revenues in Employees. When an organization invests in the employee by operating costs, wages, and benefits, it is obligated to pay those costs to the employer. If the organization provides the cost of the operation to the employer as a reduction in employee costs, as in the case of other types of employee services provided to employees based on employer contracts, the employee can choose to not make any changes to the cost of the operation or to a change in its cost structure. For more information in Part C of this definition, see Section 29 of the Labor Code, Chapter 12, Section 6, and the following sections:
Employers are required to provide reasonable benefits to employees for all hours of business. A reasonable amount of work must be done by employees, including those who do not work at the time of their shift. The employer is required to provide a program of minimum hours and additional time to employees as part of the employer’s overall job-training program. As a result, a employer must:
Employers are not required to provide employee service or health care, or any other basic benefit of a type that would otherwise entitle a work-related worker in connection with the establishment of the organization to such service or health care. Employees are not covered by employer health insurance, because no employer is required to cover the cost of health insurance (see Section 30(j) of Code of Federal Regulations, 2006). Employee health insurance is subject to cost sharing requirements (including deductible plans) for employer care plans, and requires that the employer cover all or part of the cost of such policies. If a group of employees makes medical treatment or health insurance on behalf of one of the required employees, however, the individual is not covered under the cost-sharing requirements. These provisions under article I, 7 of Title 15 are to be considered the same as under article I, 15(j). If the organization does not provide the cost of operating the facility under the current rules, such as by performing its own internal health care services, the employee will not be covered under any of the cost sharing requirements. It is the individual’s discretion to allow the employer to make a change to work conditions or on its behalf. When the organization participates in an organization’s health care program, individuals who are not covered under health insurance may use their private benefits to pay for individual services. The individual may request participation in the employee health care program by using such reimbursement as will result in the utilization of the employer’s health care service and other health care services and the utilization of the employees’ public benefits. Individuals who receive a premium-like contribution to an employee’s public health care costs for part time work within an organization are not covered under an individualized employer health care program under section 12a of the Act (S.C. 1182, ch. 89, 52).
Employers are required to provide employee service or health care, or any other basic benefit of a type that would otherwise entitle a work-related worker in connection with the establishment of the organization to such service or health care. Employee health insurance is subject to cost sharing requirements (including deductible plans) for employer care plans, and requires that the employer cover all or part of the cost of such policies. If a group of employees
Workers under contract arrangements perform specific job tasks for the client company by using the facilities without specific supervision of the users. Other type of workers is dispatched workers and is define as individuals sent by another company to a client company who engages in worker dispatching. Farming out workers are those who are transferred to another company while maintaining an employment relationship with the original company (Blanpain, Graham & Beirnaert, 2004). The company may use these types of workers per requirements. The use of part-time workers will save the cost of overtime of regular workers.
The company does not need to provide benefits to part-time and temporary workers that are provided to regular employees. At the same time, paychecks of the part-time employees should reflect the deduction of payrolls and taxes. Management should consider the Discrimination Act in using temporary and part-time workers in determining wages and benefits based on employment arrangements (Houseman, 1999).
This is effective in accomplishing the objectives of the regional CEO because temporary, contract, or part-time employment arrangements provides a benefit to the firm by reducing the additional cost of benefits that are essential for regular employees (Houseman, 1999).
Injury and DamagesAccording to the Tort Law, Cost Club will be liable for misconduct of employees involve with customers. The main responsibility of the intentional tort committed by the employees is for the principle. In this situation, the principle or the apparent authority