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Retail Industry HR situations
Life in Workforce Management
Retail Industry HR situations
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The HRVP has asked you to compose a memo to summarize how you decided to deal with the situations outlined below in order to share “best practices” with other Store HRMs in the division. I
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Forums » Topic Forums » Life in Workforce Management » Retail Industry HR situations
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Retail Industry HR situations
posted at 6/26/2003 4:03 PM EDT
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Posts: 10
First: 6/26/2003 Last: 4/17/2006 |
The HRVP has asked you to compose a memo to summarize how you decided to deal with the situations outlined below in order to share “best practices” with other Store HRMs in the division. Included in the memo should be:
- Brief summary of the key issues in each situation (include any specific legal considerations) - What specific steps you would take to address each situation Assume a group of associates in your store are members of a Christian church in the community and have requested a scheduling accommodation based on religious beliefs. These Associates are good performers and have worked several years for the company. Some Associates have complained that these Associates have questioned their religious beliefs and tried to get them to participate in their prayer services. You are concerned that if you allow these Associates to reschedule, other religious groups would also want to make schedule adjustments. How would you address this situation? You also have noticed that you Front End Supervisor is asking full-time cahiers to come in fifteen minutes before their shift begins in order to have time to reconcile the register with the previous shift’s cashier. The Supervisor has instructed the 2nd shift cashier to clock-in after the reconciliation process is completed and sometimes this process takes longer than fifteen minutes. The 1st shift cashier clock out after the process is completed. A 2nd shift cahier has come to you and complained that they feel this requirement is unfair. How would you address this situation? Your Store Manager recently received a petition that contained the names of eight cashiers. The petition outlines the issues of (1) the temperature of the front end begin too clod and (2) cashiers not being permitted to take breaks. Your Store Manager wants to terminate the cashier who started the petition for violation of solicitation policy and wants to counsel the other cashiers on the petition. How would you address this situation? |
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Retail Industry HR situations
posted at 7/1/2004 6:07 AM EDT
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Posts: 1
First: 7/1/2004 Last: 7/1/2004 |
This is my first time on this site and I have noticed it is international so I'm not sure if my advice would be applicable.
If you are in the U.S. then signing a petition is a protected activity. It can pave the way to having a union knock on your door. I would not discpline for this |
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