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Discharges at the Anderson Cost Club store

Assuming that I am the assistant manager my role is to deal with HR issues that arise routinely in the workplace.

The first issue that I must deal with is: the discharges that had recently occurred at the Anderson Cost Club store, which is located in a right-to-work state.

The general manager (GM) had fired two employees without giving them any reason for the discharges. When questioned, the GM at Anderson said that he wanted to downsize his workforce in his store, and because Cost Club was nonunion, there is no restriction on discharging anyone for any reason. He claimed that he did have to give a reason. Pat forwarded the information with a note saying, "The GM believes there is no restriction on the right to fire people, but we are concerned that the employees in question will file wrongful discharge lawsuits against us. If they do, we may lose the case, because we didn't give a reason for the discharge."

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We're dealing with two different issues here and it's very easy to confuse them, which is what happens in most cases. Most people wrongly assume that a right to work state is the opposite of an employment at will state, but it's not. A right to work state is the opposite of a forced union state. A right to work state means that the employees' involvement in the union at their workplace is voluntary. They can choose to join or they can choose to remain out of the union's involvement. In a forced union state, all employees that are hired MUST become ...

Solution Summary

Assuming that I am the assistant manager my role is to deal with HR issues that arise routinely in the workplace.

The first issue that I must deal with is: the discharges that had recently occurred at the Anderson Cost Club store, which is located in a right-to-work state.

The general manager (GM) had fired two employees without giving them any reason for the discharges. When questioned, the GM at Anderson said that he wanted to downsize his workforce in his store, and because Cost Club was nonunion, there is no restriction on discharging anyone for any reason. He claimed that he did have to give a reason. Pat forwarded the information with a note saying, "The GM believes there is no restriction on the right to fire people, but we are concerned that the employees in question will file wrongful discharge lawsuits against us. If they do, we may lose the case, because we didn't give a reason for the discharge."

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