1. Identify the type of employment relationship you would establish between the coffee shop and the employees from a legal perspective. Explain your reasoning. Professor the type of employment relationship I would establish would be the Employer-Employee concept, why because it firstly allows me to refine the person/job match process to fit the needs of my business, secondly it gives face time with the employee to discuss and define the relationship the employer and employee will have. In this concept if allows for the contract between employer and employee to be of a formal nature in terms of the expectations of the employer versus those of the employee, from the position of the legal perspective, I would be employing others to provide a service to my client base on behalf of the company, which gives the me (employer) the right to expect that work performed by the employees would be acceptable for continued employment. 2. Suggest ways that you could avoid claims of disparate treatment.
I would insure that compliance with the EEOC directives are followed the administered correctly, within the body of the job posting there would be no language that could lead to any claims of disparate treatment, all applicants will be interviewed according to standards, the selection process would not be subjected to any violation(s) of the EEOC Act, there would be no violations governing of Title VII of the Civil Rights Act, ADA, or ADEA claims. 3. Identify the type of external influences that could hinder staffing and how you would address them. Staffing Organizations3
The types of external influences that could hinder the growth of the coffee shop would of the usual source, the present economic conditions would be evaluated to assist in determining the cost of a cup of gourmet coffee, the property value and the location, availability of qualified applicants, considering the shop will be located near a college campus I would be expecting a high turnover rate due to staff being made up of students and low wages. There would be a concern for unionization of the coffee industry, but I would believe that a high turnover rate would not allow for the unionization, retention/release rates, would have to dealt with in way that would not be to costly in the areas of training, competition, would have to managed based on hours of operation, styles of coffee’s offered and patronage.
Wages would have to be minimized by offering part time positions to all applicants; this would reduce the cost of benefits which in turn could increase the ROI. 4. Create a plan that you can use to deal with employee shortages and surpluses. In the case of potential employee shortages and surpluses I would constantly visit the local campuses advertising positions available and increase the advertisements in targeted surrounding areas where employment rates are low. If there were a surplus of employees then that would serve just right for the business when all applicants will be offered part time positions with the understanding that the job(s) come with limited benefits. 5. Outline a strategy for workforce diversity.
The strategy would be for the application process to include all persons regardless of the ethnicity, physical limitations, gender, race, even with the allowance of some of the protected applicants receiving additional consideration because of the protection, this would allow for the workforce to be even more divers in turn it will serve the community well, and attract more applicants and clients. Additionally the diversity program would be of the active and passive diversity strategy, the company would have to educate itself on AAPs and the legal issues that could ensue if the governing laws and regulations are not complied with. 6. Conduct a job requirements job analysis for the store managers and coffee servers in order to identify tasks, KSAOs, and context for those positions.
Managers will have their task spelled out clearly as to not create any measure of miscommunication between the managers and subordinates, the tasks assigned managers is stated in the job description along with the KSAOs required to be a manager. The servers will be provided a job description that requires them to be able to perform the task assigned through the job description and the guidance of the managers in compliance with company guidelines and procedures. KSAOs will be established to determine those candidates that best fit the job and the company’s mission statement.
Staffing Organizations, Heneman/Judge/Kammeyer-Mueller, 7th Edition/2012 [email protected]