Reference no: EM132253530

For this second writing assignment, you will put yourself in the role of the Human Resources Manager for Perfect Products, Inc. (“PPI”), a non-union manufacturer and distributor of plastic injection molded parts supplying automotive industry customers. You are to create and name a newly hired employee to the Company in a position of your choice selected from the following: Inside Sales Representative or Marketing Coordinator or Production Supervisor or Cost Accountant or Purchasing Agent or Engineering Technician or IT/Computer Help Desk Specialist or Accounting Clerk or Shipping Clerk or Customer Service Representative. You will follow this new employee throughout his/her (short) career at PPI. Your assignment is to create written materials related to this employee’s initial hire into, and subsequent downfall from, PPI. You must create six (6) specific written communications related to the employee’s job and situation with PPI. Your Blackboard submission must contain six (6) separate written documents, each clearly labeled and each of 1-2 pages in length with a page break in between. Prepare each of these documents in letter or memo form as if you were actually doing so as an HR manager for PPI. Use Internet resources as guides, and apply your creativity:

Job Offer Letter. addressed to the applicant/new employee outlining the position, location, start date, salary, basic benefits for which he/she is eligible, reporting relationship, and need to conduct a background check and drug test as a contingency upon hire. Make sure your job offer terms and conditions do not compromise PPI’s employment at-will policy.

Job Description. (Select position) Outline the qualifications required for the position, essential job functions of the position, list of expected duties and responsibilities, the physical and mental requirements of the position, whether position is salaried, hourly, etc.

Employee Handbook Harassment Policy. Explain PPI’s philosophy and commitment to maintaining a non-discriminatory, non-threatening and harassment-free work environment. List the protected characteristics on which PPI prohibits harassing conduct. Provide some examples of what constitutes workplace harassment, and what disciplinary consequences will be issued to an employee who violates the Harassment Policy. Build in a complaint procedure for employee “victims” to follow, and to whom a victim should report in order to file a harassment complaint.

Letter of Disciplinary Warning Co-workers have complained to HR about your employee’s sexually offensive   workplace behavior towards members of the opposite (or same) sex (select). Your employee has made sexually suggestive verbal comments and jokes, and sent many emails and texts to co-workers making numerous inappropriate and unprofessional comments, and clearly pressuring some of them for dates - and more. Your letter of reprimand should outline the basic aspects of the employee’s conduct, emphasize PPI’s harassment policy, explain what the Company expects from its employees’ workplace conduct, and what consequences may occur for engaging in any similar behavior in the future.

Termination Letter. Your employee did it again. Two months later other workers have now raised additional complaints to HR about your employee’s continued inappropriate and unprofessional conduct that violates PPI’s Harassment Policy. In addition, his/her supervisor has been very unhappy with the employee’s attendance after he/she was absent on seven (7) separate occasions and tardy to work five (5) other times over the past 6 months. Prepare a discharge letter that outlines the current complaints and attendance issues, the Company’s investigation of them, explains the prior discipline administered, reminds the employee what had been earlier communicated about the consequences of repeat behavior. Inform him/her that he/she is now terminated and the effective date. Be sure not to make statements that will provide the employee with ammunition to challenge his/her discharge in a discrimination claim against PPI.

Protest Letter of Explanation to Unemployment Agency After being fired, your employee filed a claim for unemployment insurance benefits. Prepare a brief letter to the state unemployment insurance agency in the state in which you reside explaining why PPI believes the employee should be ineligible for unemployment benefits based on his/her conduct that warranted discharge. Research and address this letter using the actual unemployment agency in your state.