Cost Club Week Essay

The issues against discharging an employee with any(prenominal) reason substructure be very offensive to any business. This opens the door for a lawsuit to any organization be pay off, an ex-employee could charge up a lawsuit against the employer for alleging that they had been maked wrongfully. The civil right law constitute in 1964 provides protection to the employees against wrongfully discharge. This describe that companies flock non dissolve their employees basis of race, gender, skin, religion, colorize etc. ( interlocking law for business, 2007).) For example, if their at- allow for relationship exists betwixt the employee and employer this does not mean that employer may terminate the employee, in a discriminatory manner.This mean the organization has to follow the well-grounded principles before discharging their employee. There are so many laws that protect the individuals thus far though we are an, at- go forth state. The Federal anti-discrimination law pre vents employees from wrongful discharge by the employer ( justiceson, 1998). This scenario does not say that the employees were not permit go delinquent to the basis of any reason. This lawsuit against the organization for wrongful discharge could be very risky for the Cost Club since there were no reasons for terminating their employees. simplification in Employee CostsThere are many ways to clip social club price. One thing a company hobo do is to outsource their HR. This will help reduce the cost of the employee benefitsprogram by bring in an outside company equal GNA Partners. The GNA Partners have many ways to save the company money but, may bring cost to the cogitationers. The GNA Partners provide negotiation insurance rates, which the plan cost are unflinching by what age group the employees fall into. Next the company can choose higher deductible plans, which this reduces, the cost of benefits plan. The business can crevice robust benefits package by making their e mployees contribute. Using different types of workers like acting(prenominal) workers, contract employee, part-time employees, employees and, non-employees work hours. These job types can be helpful to accomplish the seasonal demand of the organizations plus can cause the increase within the organizational performance.The organization knows all different categories of workers who can hire to save money for definite and indefinite period. Organization understands that atypical workers directly reports to the employer and receive their reimbursement from the company. When a company hires a contract employee, temporary and, part-time employee they know that they do not have to pay this employee benefits or high rates. Like vacation, sick, and part-time workers are usually define a workers, who have fiddlinger working hours other fulltime workers. The rules, policies and, procedures for the part-time employee are not the similar as the regular employees but quite different from the temporary workers (Part sentence and passing Employees, 2009). According to Bennett-Alexander, & Hartman, by hiring independent declarers, the cost of overtime is eliminated (the federal official wage and hour laws do not apply to independent contractors) and the employer is up to(p) to avoid any work- link expenses, such(prenominal) as tools, training, or traveling.The employer is also guaranteed fine performance of the job for which the contractor was hired because it is the contractors contractual obligation to adequately perform the contract with the employer, while the employee is generally open to quit without incurring liability (Employment law for business, 2007). For example, the company manage is an employees work who sets an employees schedule, along with deciding the mode the employee uses to perform their work. An independent contractor is a person who provides particular services to an organization. Whether it be a short or long-term assignment. This is very ef fective low cost and delivery the companying money because temporary, contract or part-time employment arrangements provides several benefits to any business.Injury and DamagesAccording to Tort Law, the Cost Club will be nonresistant for the mis acquire of employees with the customers. Tort laws are laws that offer remedies to individuals wounded by the unreasonable actions of others. Tort claims usually involve state law and are based on the legal premise that individuals are liable for the consequences of their conduct if it results in injury to others (McCarthy & Cambron-McCabe, 1992). Tort laws involve civil suits, which are actions brought to protect an individuals private rights. The second situation, the employee is liable for physical harm to the customers property. Therefore, the company who hires the employee will be held liable for their employees negligent.The last situation, the business will not be liable for the acts of a historical nation agent, because, the real estate agent is not controlled by the business. Therefore, the Cost Club should let their customers know they, are not responsible or that the real estate agent is an independent and organization contractors and that they have no control on his or her activities so, Cost Club will not be liable for the tort of him or her (Tort Liability Basics Strict, Vicarious, and Joint Liability, 1999). Resolving divergence ProcessesResolving disagreement between company and its employees, the can Set up a subject box Have a meeting at once a week with the manager, and employees to discuss the problem that may arise between co-workers and managers. Includes third party as the mediator between employees and company. Grievance procedure, incarnate due process, mediation etc., Clear as the formal complaint by the employees that they are behaved wrongly by the management decisions (Open door policy) These steps can be very effective to resolve between most companies problem. Which, if not sett led could cause a big problem like colza of law, and just a perception of unfair treatment by the employees and managers. This method has to be effective in order to achieve long-term triumph and to facilitate and to accommodate between the employees and the company.Employment Law Concepts for SelectionEmployment law concepts for selection would include several legal implications. According to Bennett-Alexander, & Hartman, the elegant RightsAct 1964 prohibits the employers from discrimination among the potential employees on the basis of race, gender, color, region etc. in its recruitment and selection process. The next step is once the employee is hired, the company should make sure they follow steps are, training, appraising, compensating, and implementing employment decisions that determine such things as promotions, transfers, and layoffs The selection procedure should also be job related and concern with the business necessity. The company should always follow the State HR L aws, and all the employees should be treated fairly and equally (Employment Tests and Selection Procedures, 2008). The epoch Discrimination in Employment Act should also be considered in the selection procedure by the management.ReferenceBeatty, J.F. & Samuelson, S.S. (2009). Introduction to Business Law (3rd ed.). Cengage Learning. Bennett-Alexander, D. D. & Hartman, P. L. (2007). Employment law for business (5th ed.). New York McGrawHill. Retrieved October 29, 2012 from University of Phoenix, rEsource. Part Time and Temporary Employees. (2009). Retrieved October 29, 2012 from http//employment.findlaw.com/employment/employment-employee-overview/employment-