Downsizing or layoffs at a company, whether it is in WeaveTech or any other company have its legal risks that are associated with the exercise. The potential legal risks associated with the downsizing situation would be discrimination, such as how to select the employees that will be laid off (Benn, Dunphy, & Griffiths, 2014). This could bring about discrimination claims as some of the employees may argue that they were terminated because of their gender, age, race among others. Also, there could be legal issues if the WeaveTech did not give a sixty-day notice since it has more than a hundred employees as this is a requirement by the law under the Worker Adjustment and Retraining Notification Act (WARN). Other legal issues that could get WeaveTech …show more content…
It is imperative to talk about and recognize the company's position as this is the first step to keeping people involved so as to solve the problem they are facing (Reib, 2012). Fill In Information Gaps for the Employees Employees will be able to cope with layoffs as the management has provided prior necessary information such as sharing of market data and competitive information. All information should be made available to the workers instead of the management, acting as if all things are ok. Offer information as it is instead of sparing the staffs the bad news. Most employees want the bad news first rather than explaining to them issues about competition, market forces, or the financial environment (Rothaermel, 2015). The organization should not delegate the pain in the human resource office; instead, all managers should be mandated to handle the situation as most employees are loyal to their managers first then the company. The managers will be able to deliver the information in person. This will create a sense of respect to the …show more content…
Each employee, whether a manager or a subordinate employee will have to face the changes that occur at WeaveTech and they should be prepared to face the change so as to focus on achieving the company's goals and objectives. Employees will be able to manage the change on a personal level, which the management will be able to do so on an organizational level. ADKAR model provides a platform for a new philosophy, innovative models for change and fresh frameworks and mechanisms that will enable the even execution of the preferred change (Coghlan, Rashford, & de Figueiredo,
TechMall’s revenue streams are rather simplistic. They receive a $750 one time set-up fee from all new merchants added into the TechMall system and a $50 statement fee, or maintenance fee, per month from all members. In addition, they receive a fee on each sales transaction, which is variable based on the dollar volume of the merchant’s transactions. TechMall’s standard pricing schedule indicates this revenue stream to be in the form of a 2% commission on all items sold by member merchants with a maximum commission receivable of $200.
Nurad Inc., brought lawsuit to recover the cost it’s incurred in removing several underground storage tanks from a piece of property it owns in Baltimore, Maryland. From 1905 to 1963, William E Hooper & Sons, Co. owned the site and adjacent properties, known as Hooperwood Mills. At some point before 1935, the company began to install tanks for the storage of mineral spirits which it used to coat fabrics in its textile finishing plant. The Company continued to use the tanks for this purpose until 1962 when it shut down its finishing operations. Hooper Co., abandoned the underground storage tanks (USTs) and did not remove the mineral spirits. In 1963, Hooper Co., sold Hooperwood Mills to Property Investors, Inc. Property Investors and its successor, Monumental Enterprise Inc., leased several of the buildings on Hooperwood Mills to various tenants, none which used USTs. Then in 1976, Monumental Enterprise sold Hooperwood Mills to Kenneth Mumaw, who
Ms. Cohen’s argument was irrelevant because not only did she provide any supportive facts, but she is also incorrect because the hedging program did not create any new risks. In fact, it was perfectly implemented since it reduced the firm’s foreign currency fluctuation risk as seen above.
FACTS: Acme is an accrual basis corporation that designs, manufactures, and markets widgets. Acme comes up with brand names for its various types of widgets that investors come up with. If a particular brand name is already trademarked, Acme obtains a licensing agreement that allows it to use the trademark. Since Acme's widgets function the same as other tools, the trademarks are what differentiates their widgets. Acme recently negotiated with Brand X Corporation for a license. They agreed on Acme paying Brand X, based on a percentage of sales revenue at the time of WidgetX Sales. This year, Acme produced $80 million worth of WidgetX, sold $54 million worth, and paid Brand X $1.2 million in licensing fees.
On the other hand, the success of the company is in large part due to the hard work of the staff who would lose their employment. In addition, it must be determined who would perform the work of the dismissed employees and if the company would be able to function without them. Moreover, the morale and productivity
The Supreme Court gave a determined ruling which considered the LSUC’s decision to be a possible infringement on the appellant’s fundamental right and freedom bound to religion. Therefore, such an approach got deemed non-trivial (at paragraph 101). The Court, under judicial considerations, had no any form of hesitations; it added that TWU’s policy of conducting its admission procedures carries out a possible way of discrimination when the LGBTQ communities are subject to consideration. Such a move and practice violates Section 15 of the Charter as well as Section 6 of the HRC (at paragraph 115).
Unfortunately Lululemon’s pants crisis doesn’t end there. The founder, Chip Wilson, 18 months later, shared his thoughts on the pants debacle and undid all the damage control Lululemon immediately following the recall. Chip Wilson’s interview on Bloomberg News basically negated everything Lululemon did in the first stage of their crisis management. Allowing Chip to speak on behalf of the entire company was a poor choice, as he was the wrong spokesperson and clearly unprepared. He injected his own opinions about the original crisis and did not align with what Lululemon had so carefully crafted. Wilson did not have the proper crisis management or communications training to handle the situation and only continued to make it worse. In his original
Develop a business metrics that will be used to measure the achievements of the organizations
03/11/17 Dr. Shaughnessy communicate he received a credit bill showing 5 nights at the Gaylord $1,427.80 for SBIR meeting in May. Gaylord used Dr. Shaughnessy credit card to guarantee Pamela Clark, and Ravi’s room. Interesting because original reservations were done with individual’s credit cards although the reservation Gaylord sent does not display an credit card information not even the last four digits on the
The previous head of radiology, Mr. Thurston Howell, had previously made all decisions regarding suppliers for the radiology department. Mr. Howell would only authorize the use of Kodak X ray film.
Utilization of an effective Leverage and Customer Relations Strategy positions Walgreens in a healthy location to remain a competitive industry force in healthcare and pharmaceutical delivery. Their leading market position provides an edge over present competition. (Walgreen Co., 2014) Remaining agile and coming fast to market with their newly adopted organization can be used as a significant benefit in gaining market share and a competitive advantage. In addition, leveraging the buying power and size of the WBA organization has the potential to realize significant savings that will positively impact the bottom line. (Zacks Equity Research, 2013) Walgreens needs to adopt the details of each strategy identified as updated store-layouts,
The AAI classifies adult attachment in three main classifications: Secure-Autonomous (F), Insecure Dismissing (Ds), and Insecure-Preoccupied (E) (IJzendoorn & Bakermans, 2010). In this case, Ms. Johnson was classified in the Insecure-Preoccupied (E) attachment category; however, further assessment is needed. Adults in this category often highlight the negative impact of her attachment experiences, but still demonstrate constant preoccupation with her relationships (IJzendoorn & Bakermans, 2010). In addition, adults with high attachment anxiety have fear of rejection, abandonment, and obsessive needs for emotional dependence. For example, Ms. Johnson reported that she experienced several long-term abusive relationships. Individuals scoring high
Solectron Corporation is but another classic case of a company that benefited immensely from the dot.com boom, only to experience the pains of the bust as the dot.com companies went down in the early 2000s. From its humble beginnings in Milpitas, CA as a solar energy products manufacturer, Solectron grew to be a highly successful global supply chain integrator with revenues of $18.6 billion by 2001. From the time it was founded in 1977 through 2000, the company grew in leaps and bounds mainly through lateral acquisitions.
Given the above information, I think it is accurate to accept the audit of Shambra Products. For one, numerous problems remain to be resolved. With a thorough audit, some adjustments or suggestions could change the financial aspects for this company around. For two, the scenario stated, “An audit is needed in connection with further attempts to raise money from a stock or debt offering.” This is giving justice to an audit. An audit can boost or increase chances for Shambra Products to raise more money. The main reason I would accept the opportunity to audit Shambra Products is because the company has potential for becoming one of the largest companies in the nation. I am aware and fully understand that the company does not have the funds to
Staff cutbacks can leave the surviving employees feeling demoralized, bitter, angry, and in shock. One role of Human Resource Management is to act as an employee advocate. In a time of workforce reduction, communicating with employees as well