Human Resource Memo

In: Business and Management

Submitted By skunz
Words 524
Pages 3
DATE: 4/11/12
SUBJECT: Toy Whistles
The purpose of this memo is to discuss possible alternatives for whistles that were produced with traces of lead that are above the legal limit. This problem was identified by the quality assurance department during routine testing.
There are three possible alternatives to address the problem regarding the whistles.
The first alternative is to ship the whistles as scheduled knowing the trace amount of lead is considered unsafe by U.S. standards. An advantage to this solution is that initially the company would not experience the financial loss of reproducing the product but there could be some legal issues as the whistles do not meet the manufacturing regulations standards. This could in turn result in more extensive financial expense from fines, legal costs, and possible recall and reproduction. Most importantly, this is a highly unethical approach to this problem. It is irresponsible to subject children to a product that can be potentially harmful to them.
The second alternative is to ship the product to a country where it meets the country’s regulatory requirements. An advantage is that the company will not experience any financial loss as the product will not be held to U.S. standards of safety. The internal damage from this scenario is that the quality assurance department will no longer deem the work they are contributing as meaningful. Most importantly, this is once again an issue of unethical practices as the company would be knowingly shipping product that can be harmful to children.
A third solution would be to reproduce and repackage the product making sure to meet the U.S standards of safety. This would cost the company $100,000 but would be the ethical decision. The organization would avoid all legal issues by this action and would maintain a positive reputation. Also, children would not be put…...

Similar Documents

Human Resources

...To: Keighley’s ASDA Store Manager, Co-Manager From: Dianne Wood, Human Resource Manager Date: September 27, 2012 Subject: Cost-Effective approach for hiring to cover Mat Leaves Recently, it was brought to my my attention that there is some frustration in regards to a cost-effective approach when trying to hire to cover-off the several maternity leaves that our company is experiencing. Each time we hire new or temporary employees to cover-off the maternity leaves, it is costing the company a enormous amount of money. The way that we calculate the cost is: Cost per hire - Cost of using recruit source divided by the number of people to hire to fill the position ( Chapter 5 page 162 ). This is a resourceful way of measuring recruitment success. The following will explain to you why the ways we have approached hiring to cover-off have been so costly: Job advertisement fees when we have advertised in the local paper. Dependent on the length of the job description accounts for how costly the ad will be. Fees for a recruiter to scout candidates We usually utilize one of our Assistant Managers to spend a part, if not their whole shift, to review resumes that have been submitted and contacting people to schedule interviews. Therefore, this task takes our Assistant Manager away from their regular daily tasks, which can become costly due to important tasks that are not being completed. Examples would be planning and executing shelf changes to accommodate new......

Words: 1793 - Pages: 8

Human Resource

...Chaptet t ft.lutian t)t Huranr F.rorr.e r\.hr.rqen)rnr .jird Hil/5 conlercnce sponsored by the Socrety [or Human Resources Management (SHRM) and remember how ar HRIS rnay be what you needl As this chapter and the ones that follow w ll ne lsactvtesandthedemands' ol the human capital ol the orgarrzal on Thrs aLrtomairon he ps develop the capabr t es to es an HR deparlmenl to streaml rlunrale. af HRlS enab placed on rt by automating lhe HR dala and pro.esses necessary for the management prodlce rn[ormation and reports on lhe r€quests contained n the memos in the v gn€tte and lhese reports wri lac lrtate efliclent afd eflective manageria dec s on mak ng WhiLe an HR 5 canfol make the ludgement ca ls in terms ol whom lo recru I or promote, it can cerlarnLy lacrl lale better inputt fg integratiof afd use ol employee data, wh ch wil reduce the admrn strat ve blrrden oI keeping detailed records and should aid and enhance dec srons about stclegic d rections Need for an HRIS in Decision Situations ll you read the above memos again. you w ll recogn ze iha! each one has a request lor HRI\4 nfornraton lhal wil be used n a decston stlaton The inlormatror rcquested n Memo I wil help the egal depa(menl delermne the compafys potertal labr ty vad n a workplace gender disc(m nat on s tLat on Thrs rlomat on rnay help to determrne whether the company shoLr d decide lo rect ly lhe silual on in lerms ol an nforma sett e' mertwth the lemale statf membels orto......

Words: 4270 - Pages: 18

Human Resource

...Master’s in Human Resource. After completing the skills test, I was given options that were; Chief Executives, Education Administrators, Medical and Health Services Managers, Financial Examiners, or Program Directors. The job I chose to do is Human Resource Manager this is what interest me the most. A Human Resource Manager has a lot of tasks to do during the day. A few tasks that a Human Resource Manager does are to administer compensation, benefits and performance management systems, and safety and recreation programs. A HR Manager also recruits people, interview and selects applicants. Human Resource Manager provides current and prospective employees with information about policies, job duties, working conditions, wages, and opportunities for promotion and employee benefits. The Human Resource Manager also performs difficult staffing duties including areas with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. The Human Resource Manager has to advise managers on organizational policy that matters such as equal employment opportunity and sexual harassment, and recommend needed changes. The work activities for a HR Manager are interacting with computers and computer systems such as hardware and software program, entering data, or processing information. Human Resource Managers work context are electronic mail, telephone, public speaking, time pressure, and letters and memos. There are tools that a Human Resource Manager......

Words: 854 - Pages: 4

Human Resources

...Human Resources The French writer Antoine de Saint-Exupery once said “a goal without a plan is just a wish”. Today’s presentation summarizes Health System’s plan for implementing a formal performance appraisal system for each employee, both individually and as part of a team, as well as outlines our strategy for implementing an organization-wide succession plan to fully maximize our use of human resources. As you were briefed at the last Board Meeting, our most recent employee survey revealed that many of our employees reported not receiving regular performance evaluations and expressed concerns about a perceived lack of a formal evaluation system, as well as no structured approach for assessing team performance. This feedback was troubling in many regards, as this translates into lower-than-expected employee satisfaction scores across the organization, and human resource metrics such as these are indicative of an organization’s health and viability. As emphasized in a recent business article, “Employee engagement is quickly becoming a critical success factor for competitive advantage” (Maximizing Human Capital, 2012). Human resources is also referred to as human capital and is the “collective knowledge, skills and abilities of people that contribute to organizational success”, which can be leveraged to promote value and optimize company performance (Lockwood, 2006). Measurement of human capital is a measure of effective human resource management, and a recent......

Words: 1296 - Pages: 6

Landscape and Resources Memo

...Landscape and Resources Memo Laura M. Davis GEO/215 February 10, 2014 Renee Tan Landscape and Resources Memo The agriculture areas close to UrCity has, until recently, contributed to the reduction in overall city temperatures. Because of the significant growth of UrCity, this expansion has pushed agriculture further out into the desert basin. UrCity has experienced a rise in temperatures and changing weather patterns that are directly related to urban sprawl. UrCity’s expansion has also demanded an increase in water usage which has become a burden on existing water supplies. Many citizens have also noted the decrease in wildlife that has been typical of the city. This memo will address these concerns and offer viable solutions to the above noted issues. Agricultural Practices The farms surrounding UrCity have taken advantage of traditional farming practices. Monocropping, heavy use of pesticides, and large amounts of water have been keeping these farms operational and profitable for many years but at a high cost to their immediate environment. According to Sustainable Table (n.d.), “Chemical fertilizers and pesticides are derivatives of fossil fuels, including oil and natural gas. The use of fossil fuels is the reason the Earth is experiencing dangerous climate change (Climate Change). The overuse of chemicals has directly contributed to the problem of rising temperatures in and around UrCity. As UrCity becomes larger, the demand for land increases. This has......

Words: 1003 - Pages: 5

Human Resources

...Confidential This memo is in reference to the filing of the claim by former employee. This memo is to prepare management for the factors that will support or disprove the claims. The term constructive discharge refers a wrongful termination, which is initiated by the employee voluntarily resigning based on a policy change that affects the employee so drastically they have to no choice other than to terminate their position. “Punitive transfer to a dangerous job , demotion to a humiliating position, hostility, harassment, and coercion are each an example of an intolerable working-condition change that might establish a legal case for a constructive discharge claim, particularly if the employee willfully made or allowed the change as a form of illegal discrimination.” (Unknown 2013) To support this claim, the following conditions must apply * Recent and intolerable change * Decision must be deliberate and unjustifiable for business purposes * The employee must have a cause and effect claim that was presented in a timely manner to the change This is relevant because the employee claims that the policy change affects her/his religious beliefs and for this reason he/she had no other choice but to resign. The schedule change is mandatory has now been extended to include Sundays on a rotating calendar, which it is assumed that this conflicts with the religious belief in question which prohibits work on a holy day. According to the Society for Human......

Words: 1562 - Pages: 7

Human Resource

...To CEO from: Elementary Division Manager Date: April 4, 2013 Re: Constructive Discharge This is a memo which summarizes all my findings in accordance to our former employee allegation against Company under Title VII of Civil Rights Act of 1964, Constructive Discharge. I have reasonably provided my details which certainly might help in making the decisions at corporate level and that would benefit Company. A: Constructive discharge is generally when working conditions are so intolerable as to amount to a firing, despite a lack of a formal termination notice. Unemployment benefits are unavailable when an employee quits, however a former employee may still get unemployment benefits when a constructive discharge can be proven. Local laws should be consulted for applicable requirements: A. In any action under the statutes of this state or under common law, constructive discharge may only be established by either of the following: 1. Evidence of objectively difficult or unpleasant working conditions to the extent that a reasonable employee would feel compelled to resign, if the employer has been given at least fifteen days' notice by the employee that the employee intends to resign because of these conditions and the employer fails to respond to the employee's concerns. 2. Evidence of outrageous conduct by the employer or a managing agent of the employer, including sexual assault, threats of violence directed at the employee, a continuous pattern of discriminatory......

Words: 2019 - Pages: 9

Human Resources

...Per your request, I am writing a memorandum outlining a potential recent claim of constructive discharge. Recently, in lieu of Happy Toy’s growth and expansion, the production schedule has changed requiring production employees to work 12 hour rotating shifts four consecutive days in a seven day period (Monday-Sunday). Office hours will remain the same (Monday-Friday, 08:00-17:00). Production employee Tom Arnold has filed a constructive discharge claim due to the new hours requiring him to work on a religious holy day, and quit pending the schedule change. This claim must be taken seriously as constructive discharge can result in litigations and can be rightfully covered under Title VII of the Civil Rights Act of 1964. This memo will depict how constructive discharge is relevant to this scenario, a protected category under Title VII of the Civil Rights Act of 1964 relevant to this scenario, recommend a company response with support, and recommend steps the company should take in order to avoid future litigations. As a legal concept, constructive discharge is fully relevant to this situation as it can be covered under Title VII of the Civil Rights Act of 1964 which specifically encompasses religious precedence. Constructive discharge can cover Mr. Arnold provided no reasonable accommodations were made in order to circumvent the situation. Happy Toy’s must fully understand the severity of these allegations, as well as the rights and preventative measures that will......

Words: 1983 - Pages: 8

Human Resources

...QUESTION 1(a) WHAT IS STRATEGIC PLANNING? 1(b) USING ILLUSTRATIONS, DISCUSS THE BASIC STRATEGIC PLANNING MODEL. To meet the many demands of performing their functions, managers assume many roles in management. Management is one of the important human activities and has critical impact on life, growth, development or destruction of an organization. In an organization, managers with any rank or status should understand their basic duties, that is, managers would not be able to perform their duties unless they are aware of their managerial roles. In this paper, the terms management, roles and organization will be defined, management’s research history will be briefly looked at and then Henry Mintzberg’s ten managerial roles will be discussed. Stoner(1992:4), define management as, “the process of planning, organizing, leading and controlling the work of organization members and using all available organizational resources to reach stated organizational goals.” McShane and Steen(2009) define management as a process of assembling and using sets of resources in a goal-directed manner to accomplish tasks in an organizational setting. Therefore it can be said that management is what managers do, it is not passive, but an activity that involves coordinating and overseeing the work activities of others so that their activities are completed efficiently and effectively in achieving the organizational goals. According to Mintzberg(1973)......

Words: 1876 - Pages: 8

Human Resources environment. Task3 a) Action plan Activity | timeline | Application | Resources | Person | policy | Orientation | 11 Nov 2014 | Company facilities and training equipment | Company existing facilities | HR Manager | Training and development policy | Training | 12 Nov 2014 – 30 Nov 2014 | Provide training to employees for better fitting company working method | Company existing facilities e.g Conference rooms, projector. | HR ManagerDepartment Manager | Training and development policy | Safety act | Daily | All employees look over each other’ s shoulder | OH&S terms from government website | Department managerSupervisors | OH&H policy | Leave reporting | Daily | Leave form submission | Company Leave Form | HR employee | Working Right policy | b) Orientation is a good way to accommodate new employees to adapt our company environment fast. To make it efficient, proper procedures and policies need to be made. For all job position, better provide a step by step guidance. As for employee’s welfare, sick and leave form submission procedures are also need to be included. Safety related must be introduced at once. Employee equality policy must be followed through entirely. Training needed to be carried out periodically, the time in between is for HR to identify which are the areas of skills that need to be enhanced. c) Role | Responsibility | Human resource team | to ensure that the organisation employs the right balance of staff in......

Words: 1937 - Pages: 8

Human Resources

...anything changed compensation wise I would send out a memo of that change, then would follow up for a face-to-face question and answer session with employees to clarify further. 2). Recently larger companies have been in the news because of violations of overtime regulations. How should your Human Resource department protect itself from these devastating claims? Brainstorm some ideas on how to prevent these issues from occurring. I would first suggest reviewing our own company policy of how employees are classified and compare it to state and federal regulations to ensure the company is in compliance with all wage/law and labor regulations. I would also suggest having a labor law attorney review company policy or contracts to ensure everything lines up according to labor and wage laws. Another suggestion would be to perform audits of the payroll department to ensure that hours are tracked and paid out correctly. It’s important to know the different laws pertaining to union, contract, or government workers as laws can change quickly. For instance employers make errors to not pay all salary employees even though some may qualify to receive due to their nonexempt status (Mathis, Jackson, & Valentine, 2014, p. 373). No longer can companies hide extra hours, not pay OT at all, or try to reclassify pay under anything other than what the time actually is. Mathis, R. L, Jackson, J. H., & Valentine, S. R. (2014) Human Resource Management. Stamford, CT:......

Words: 872 - Pages: 4

Human Resources

...MHR 523 - List of Industry Publications and Academic Journals Academic Journals * Academy of Management Perspectives * Advances in Developing Human Resources * Applied Psychology: An International Review * Asia Pacific Journal of Human Resources * Asia Pacific Journal of Management * Canadian Journal of Administrative Sciences * Canadian Journal of Behavioural Science * Career Development International * Compensation and Benefits Review * Cross Cultural Management * International Journal of Cross-Cultural Management * European Journal of International Management * European Journal of Work and Organizational Psychology * European Management Journal * Gender, Work and Organization * Group and Organization Management * Human Relations * Human Resources Development Review * Human Resources Development International * Human Resource Management * Human Resource Management Journal * Human Resource Management Review * Human Resource Planning * International Journal of Cross Cultural Management * International Journal of Environment, Workplace and Employment * International Journal of Human Resources Development and Management * International Journal of Human Resources Management * International Journal of Intercultural Relations * International Journal of Manpower * International Journal of Psychology * International Journal of Selection and Assessment ...

Words: 381 - Pages: 2

Human Resource

...Human resources From Wikipedia, the free encyclopedia For other uses, see Human resources (disambiguation). "Manpower" redirects here. For other uses, see Manpower (disambiguation). Human Resources | Occupation | Occupation type | Department of a Company | Activity sectors | Economy and Business | Description | Competencies | Staffing (Recruitments, Dismissals, Managing Labour Law, Employment Standards, Administration and Employee benefits) and bring out the best Work Ethic | Related jobs | Workforce, Human Capital, Manpower, Talent, Labour, Personnel, People | Business administration | | * Company * Business * Conglomerate | Business organization[show] | Business entity[show] | Corporate governance[show] | Corporate titles[show] | Economy[show] | Corporate law[show] | Finance[show] | Accounting[show] | Trade[show] | Organization[show] | Society[show] | Types of management[show] | * v * t * e | Human resources are the people who make up the workforce of an organization, business sector, or economy. "Human capital" is sometimes used synonymously with "human resources", although human capital typically refers to a more narrow view (i.e., the knowledge the individuals embody and economic growth). Likewise, other terms sometimes used include "manpower", "talent", "labour", "personnel", or simply "people". A human resources department (HR department) of a company performs human resource management, overseeing various aspects of employment,......

Words: 1325 - Pages: 6

Human Resources

...Memorandum To: Office of the Chief Executive Officer From: Date: Re: URGENT: Filed Employee Claim under Title VII of the Civil Rights Act of 1964, Constructive Discharge _________________________________________________________________________________ In light of the resent complaint filed by a former employee, I wanted to provide you with this memo. The complaint is based on Constructive Discharge, under Title VII of the Civil Rights Act of 1964. Title VII was established for employees in the United States to protect them from workplace discrimination based on their race, color, ethnicity, religion, gender and/or sexual harassment. Confidential Under the definition of Constructive Discharge Title VII’s religious discrimination clause (, 2012), as an employer, the Company has the obligation and is required to make reasonable accommodations to the work environment for an employee, or perspective employee for their religious belief unless it would cause undue hardship to the Company. The accommodation requirements are intended to relieve the individual from having to make a decision between their work and religious beliefs and practices. Any individual who believes that their employment rights have been violated may file a claim for discrimination. In order to prove a discrimination or retaliation claim under Title VII, one of the elements the employee must show is that the employer took some adverse action against him or her....

Words: 1415 - Pages: 6

Human Resources

...Dear Mr. Nelson: I am writing at your request with regards to Ms. Jackson's recent legal claim of constructive discharge against Maggies Market under Title VII of the 1964 Civil Rights act as it pertains to religious discrimination. The following memo will cover the relevance of constructive discharge and the 1964 Civil Rights Act, Title VII, in addition to my recommendations with specific court cases that pertain. For your information and for further perusal, I have attached a references page to this document with the article, book, and cases referenced within this memo. Relevance of Constructive Discharge Constructive discharge has complete applicability to the situation at hand. Constructive discharge as explained in the case Turner v. Anheuser-Busch (1994) is termed when an employee can prove that a work situation created by an employer was so intolerable or in our situation, incompliant to Ms. Jackson's Sabbath day observance, that the employee feels compelled to resign. Although Ms. Jackson may be required to provide evidence that we as a company were allowed the opportunity to make allowances for Ms. Jackson's religious needs and in some courts, that we as an employer deliberately created a work environment with the intent of forcing Ms. Jackson to resign, which we of course did not, there is still great relevance to the claim of constructive discharge and Ms. Jackson's claim should be treated with care and timeliness. Title VII of the Civil Rights Act......

Words: 1240 - Pages: 5

Mad Detective | TTG-Rylie16FanBoy | Morgan Griffin