StopNShopToday, Inc., founded in 1991, is a family-owned corporation with 15 combination convenience store/gas station locations and approximately 150 employees. A store manager is responsible for each store location. All accounting, budgeting, payroll, human resources, bulk ordering, energy corporation franchising, and overhead costing is handled at the corporate office.

The company currently uses a loosely structured management training program to develop future store managers. The program consists solely of assistant managers who have been hired or promoted from cashier positions. These individuals learn managerial skills and functions through on-the-job training during a 1–2 year period. The minimum qualifications for the management training program are that the applicant has a bachelor’s degree (no specific curriculum), 6 months experience as a cashier, demonstrated dependability, and good customer service skills.

During the management training period, the assistant manager is responsible for the following:

·         compiling the store’s weekly employee shift schedule

·         filling scheduling holes

·         interviewing cashier applicants

·         making recommendations for hiring

·         totaling each shift’s cash register receipts

·         observing the duties and activities of the store manager

Most of these functions are handled in the office in the back of the store. Each store manager handles the training process based on his or her own individual preference and needs. Approximately 20 to 30% of the assistant manager’s week is spent on these functions. When not performing these tasks, the assistant manager performs the role of the cashier. Overall, an assistant manager will work between 50–60 hours per week, depending on the number of unscheduled absences by cashiers. Although the cashiers report solely to the store manager, they are expected to follow the instructions of the assistant manager.

The assistant manager’s position is salaried between $21,800 and $32,000 annually and is exempt from overtime pay rates. When a cashier is promoted to an assistant manager, he or she generally receives a $1.00 per hour pay increase, which generally results in an offset of the lost overtime pay he or she would have received for the same amount of work. The pay increase is intentionally structured in this way because the main motivation for employees taking the promotion is to become a store manager with StopNShopToday, Inc.

In this assignment, you will assume the role of a StopNShopToday, Inc. corporate human resources generalist. You have been assigned the responsibility of performing an analysis of the assistant store manager position. You must determine if the position is in compliance with the federal Fair Labor Standards Act (FLSA).

·         Create a memo to the vice president of human resources summarizing your interpretation of the requirements of the FLSA as the requirements apply to this position.

·         Segregate your findings into a minimum of 5 bullet points, and provide an introduction, summary, and recommendation(s).

·         Use the library and Internet to locate specific information on the requirements of the FLSA. It is recommended that you begin your search at the U.S. Department of Labor Web site.

Deliverable Length:

6-8 paragraphs

References: 2 or more

you have just been hired as the human resources (HR) manager by your company’s chief executive officer (CEO). During your interview process, the CEO indicated that in the last 2 decades, the workforce demographics of her company have changed dramatically. Although this had been occurring, both the previous HR manager as well as all of the company’s front-line supervisors have remained as they had been for years: primarily white males, now in their 50s and early 60s, from a Judeo-Christian background. The CEO indicated that at a frequent rate, workplace strife had been increasing, and it seemed to be related to the changing demographics of the workforce itself. The CEO asked you to compile a training manual that consists of sections targeted at the training of the existing front-line supervisors. Later on, there will be sensitivity training as well as to help all employees understand the changing workforce and what it might mean for them.

To complete the CEO’s request for a comprehensive training manual, she has asked you to first create a table of contents for the manual and to complete at least 20% of the manual itself.

Diversity Training Manual: Overview

The content of the final complete manual will be developed throughout the course and will need to cover diversity issues, specifically the following forms of discrimination: 

·         Religious

·         Ethnic

·         Gender

·         Age

There also must be information regarding the following information:

·         Recent trends

·         Forecasts about the changing general population

·         Legislation covering these type issues

There will need to be subsections that deal with the following information:

·         Customs and values of each group

·         The need for sensitivity to differing values and customs

·         Legislation affecting supervisor regulations

Diversity Training Manual: Part I

Given that the training manual will be dealing with several diversity issues, prepare the table of contents and write the first part of the manual, which should deal with some useful background for the company’s supervisors and managers.

The first parts that the CEO wants completed are as follows:

·         A preliminary outline of the entire manual (this may change as you work on the project)

·         The table of contents

·         The following sections regarding the demographics of the U.S. population should be included:

o    Current statistics

o    Recent trends

o    Forecasted trends

·         Using the Web sites listed, present information about trends in the U.S. populations regarding the following information:

o    Immigrant versus native

o    Religion

o    Age

o    Race

Use the following Web sites:

·         Web site 1

·         Web site 2

·         Web site 3

References

Passel, J. S., & Cohn, D. (2008, February 11). U.S. population projections: 2005-2050. Retrieved from the Pew Research Hispanic Trends Project Web site: http://www.pewhispanic.org/2008/02/11/us-population-projections-2005-2050/

Pew Research Religion & Public Life Project. (n.d.). Reports. Retrieved from http://religions.pewforum.org/reports

Pierce, R. (n.d.). Dealing with a changing workforce: Supervision in the 21st century. Retrieved from the Business Expert Webinars Web site: http://www.businessexpertwebinars.com/content/view/593/29/

Deliverable Length:

500-750 words

References: 2 or more