JL D.

Busia
Case Problem No. 6-1

1. In my opinion, the move to terminate the services of Avelina Cruz is a very unfair decision of the
Branch Manager. She has been a treasured employee of the company for the past ten years and had no
complains when she had been moved from her position to another one despite the fact that additional
responsibilities had been added to her. No pay raises had been given to her despite additional job
functions.

If I am the Vice President for Human Resources of the bank, I will conduct an investigation about the
termination of Mrs. Cruz as well as the chance of rehiring her for the previous position as a Bank Teller
back in the main office of the company. I will contact Ms. Cruz personally to present her case in the HR
department to provide transparency and justice on her part.

Being on Ms. Avelina Cruz’s shoes, I would feel very disappointed with the situation. Assuming that a
labor union exists in the company, I would be very obliged to consult the case. I will also try to contact
the Human Resources Department of the company and inquire about the gravity of my termination,
options if there are and the chances of being rehired back to my old position as a bank Teller. I will
present a letter of complaint if permitted regarding the basis of my termination, regardless of my
tenurity, service, and loyalty to the bank company.

2. As a professional, I think the personnel management practices of the bank is a very biased,
inconsiderate and unjust. I always believe that tenurity, selflessness with the work itself, and loyalty to
the company are the most basic essentials one employee can offer to the organization and hopefully the
organization sees and appreciates that. The employee and company should have a mutual and beneficial
relationship, a give and receive effect that are both empowering to one another.

In the case of the organizational practices of the bank, I will have second thoughts when it comes to
working with them. I will put in mind the treatment and conditions they give their employees. They
should not take for granted easily their workers, learn to appreciate the attitude-related capacity of
their employees, and not just terminate them at wil. Just saying.

3. Indeed, Ms. Cruz have all the reasons for not accepting the telephone operator job. She had been to
the company for the past ten years, she had been comfortable with her original work as a bank teller
and accepting that new position could mean extra workload for her. I think she had only agreed to
accept it out of goodwill for the company or maybe she had grown to love the organization itself for she
had agreed to do it without additional monetary expectations. She can opt to stay on her post at the
Head Office and not to be transferred to another new branch of the bank.
JL D. BUSIA

Case Study No.7-2

1. In my belief, the requirement for overtime work is justifiable. And yes, employees can be compelled
to work overtime. It is under the law that companies can compel their employees to do extra work hours
as long as they are getting paid enough for it. Workers are required to have a 40 hour per week
workload and anything more than those hours are considered overtime. Due to the increased need of
production demands, a company can also demand overtime hours for workers and at the same time the
workers should be well compensated. Safety and health issues should also be a consideration and
managers should also see to it that the ratio of production-demand is appropriate. The number of
manpower should match the necessity for the overtime hours as well as the quantity of the additional
produce of RTW garments.

2. Managers are the ones tasked with keeping employees on meeting project deadlines. To complete
loads, they must communicate with employees to ensure that the goals and objectives are clear. Every
action and interaction should create a beneficial environment during the business forward. What should
managers do, however, when these are more work shifts than employees available to cover those
hours? They should make the decision not to let things fall through the cracks. They should also consider
the mandatory laws also ensuring that the work gets done on time. The amount of manpower should be
carefully looked into. If health and benefits are given and provided. If more manpower is needed,
definitely additional hiring of workers is a must. If the additional workflow is long term like 6 months to
1 year, then hiring is very urgent to cope up with the workload.