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Human Resource Management of RadioShack

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Netra Shetty
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Human Resource Management of RadioShack - January 27th, 2011

Human Resource Management of RadioShack : RadioShack Corporation (formerly Tandy Corporation) (NYSE: RSH) is a chain of electronics retail stores in the United States, as well as parts of Europe, South America and Africa. As of 2008, it had 4,653 company-owned stores, 688 kiosks, 8 service centers, and 1,408 dealer outlets. RadioShack reported net sales and operating revenues of $4.81 billion. The headquarters of RadioShack is located in Downtown Fort Worth, Texas.[1] RadioShack is also a sponsor for the Samsung/RadioShack 500 NASCAR Sprint Cup Series race at Texas Motor Speedway. On July 21, 2009, RadioShack announced a partnership with T-Mobile USA, and started offering the service in August 2009.

RadioShack's current proprietary brands include RadioShack branded products (parts, adapters, telephones and other legacy/classic products), AntennaCraft (outdoor antennas and amplifiers), Auvio (audio/video cables, LCD TV's, headphones, premium surge protectors and speakers), Enercell (batteries and power), Gigaware (computer, GPS and iPod accessories, mp3 players and accessories, as well as digital cameras, digital camera accessories and digital picture frames) and PointMobl (Wireless Phone Accessories).

Discontinued brands include Accurian (audio and video equipment and accessories), MyMusix (MP3 players; now marketed under the Gigaware brand), Kronus (tools), Optimus (formerly audio and PA/DJ equipment; later used for digital camera accessories), Presidian (audio and video equipment, telephones, flashlights, calculators, and 2-way radios), VoiceStar (wireless phone accessories), Archer (wiring and antennas), Duofone (telephones & accessories), Micronta (scientific and educational equipment) and Realistic (sound equipment).

In 2009, the company became the main sponsor of a new cycling team, Team RadioShack, with Lance Armstrong and Johan Bruyneel as two of the members.

Sick Leave

All regular employees receive 12 days of sick leave per year. These days accumulate at the rate of one working day per month during completed, continuous service. However, no sick leave may be taken until it has been accrued. If you work 99 percent to 75 percent FTE, you receive proportionate sick leave benefits.

You may request sick leave for personal illness or injury and, if necessary, for medical or dental appointments. If you must use sick leave for such appointments, please request leave as far in advance as possible.

You may also use up to 12 days of accumulated sick leave each calendar year for illness in the immediate family. For purposes of this policy, immediate family includes: mother, father, husband, wife, son, daughter, brother or sister, wherever they may live, and related persons living in the immediate household of the employee. This time may also be used for the purpose of placement of an adoptive child in the employee's home or the care of that child immediately after placement.

You are expected to be on the job at all times, but if you have to be absent, you must notify your supervisor as soon as possible. If you cannot call, have a member of your family or friend call. The work in your department must go on, so your supervisor will have to make arrangements for someone else to take over your responsibilities. If you can, please advise your supervisor as to when you think you will be able to return to work.

Administrative, service and support employees will receive additional creditable service in calculating retirement benefits for all unused sick leave. Disability due to pregnancy is treated as any other illness or disability. (HR 404)

back to top
Workers' Compensation and Absence Due to Work-Incurred Injury or Illness

All employees, including students while in an employment status and recognized volunteers, are covered under workers' compensation. Medical expenses and compensation are paid to any covered individual who is either injured in a work-related accident or incurs an occupational disease. Death benefits are provided should the injury or disease result in death. Medical expenses and compensation are payable as prescribed by state or other statutes, and not by the university.

A three-day waiting period, beginning the next calendar day following the on-the-job illness or injury the employee is unable to work, is determined by the authorized physician. No workers' compensation is payable during this period unless the disability lasts beyond 14 calendar days. In this case, compensation for the waiting period is allowed.

Further information and assistance are available from the campus safety representative (Workers' Compensation Coordinator, Department of Risk and Insurance Management, University Administration). (HR 307, HR 409)

back to top
Jury Duty

If you are called for jury service, you should notify your supervisor as soon as possible of the date you will be required to be absent and, when possible, the probable length of time involved. You will be excused from your job, without loss of pay, for the reasonable period of time required for such jury service. In addition, you may keep any pay you receive for your required jury service. (HR 410)

back to top
Time off for Voting

If you are eligible to vote in any local, state or national election in the state of Missouri, you will normally be able to vote before or after work. If your hours of work give you three successive hours on election day between the opening and closing of the polls when you are not on duty, you will not be eligible for any paid time off for the purpose of voting. However, if such a three-hour period cannot be achieved in this manner, you will be excused from your duties for a period of time for voting, not to exceed three successive hours, including off-duty time, between the opening and closing of the polls on the day of election.

If it is necessary to be absent during scheduled working time for the purpose of voting, you will be paid for that time provided that you have requested permission in advance.

Your supervisor shall have the right to specify the time when you shall be relieved from duties and services to provide the three successive hours for voting. If you reside in an adjoining state, the same policies will apply for national elections and primaries held in preparation for national elections, but not for state and local elections. (HR 411)

back to top
Absence Due to Death in the Family

If you are a regular employee and a death occurs in your immediate family, you will be granted a maximum leave of three days (24 hours) leave without loss of pay or vacation during the period starting on the date of death and ending on the second calendar day after the funeral. Such time should be provided on a pro rata basis for an employee who works 99 percent to 75 percent FTE.

"Immediate family" means husband, wife, parent (including stepparent), grandparent, great-grandparent, grandchild, son, daughter, brother or sister, mother-in-law, father-in-law, and foster children who have become members of the family. If the schedule allows, any additional days off must be charged to vacation, personal days, or taken as excused leave without pay. (HR 412)

back to top
Military Leave

All employees who are or become members of the Armed Forces of the United States are entitled to leave of absence without loss of pay or vacation when engaged under official orders in the performance of emergency mobilization or annual training. However, you will not receive university pay for more than 15 scheduled working days per federal fiscal year.

You will be granted military leave without pay for the initial term of military service up to five years, or if you are a reservist or a member of a National Guard unit called to active duty. Military leaves of absence of 30 calendar days or more may be granted.

When released from active duty under honorable conditions, you may be reinstated in your former position, if it still exists, or one of similar status and pay without loss of seniority. However, you must apply for reinstatement within certain specified time periods after release from active duty and be physically and mentally capable of performing the duties of the job. If the job no longer exists, every attempt will be made to place you in a similar position. If you have become physically or mentally unqualified to perform the duties of the former position, you shall be offered employment for a position for which you are qualified. (HR 405)

back to top
Leave of Absence

In order to preserve the employee's employment rights and benefits, all regular employees may be granted a leave of absence only if the employee has a bona fide intention to return to the university following the leave. A leave of absence may be granted for periods of 30 calendar days up to one year, but not extending beyond the ending date of the employee's appointment.

A leave of absence without pay may be granted when the requirements of the department permit, when such leave is for prolonged illness or injury, or for any exceptional personal or institutional reason. Leaves of absence without pay may be granted only after all appropriate accumulated leave has been used. Such leave must be requested by the employee and recommended by the department chairperson or administrative head and approved in accordance with the delegation of authority. Unpaid leaves of absence of less than 30 calendar days may be approved by the department chairperson or administrative head and are handled as an excused absence.

Upon expiration of leave of absence, an employee is eligible for reinstatement to the former position or to one of similar requirements and compensation in the same department or division from which the leave was granted. Should a position not be available at the time of return to work, the leave of absence may be extended up to six months or until such time as a position for which the employee is qualified becomes available. Failure to return to work upon expiration of the leave of absence or when a position becomes available results in termination of the employee's services. (HR 408)

back to top
Family and Medical Leave Act

The university will provide up to twelve (12) weeks within any 12-month period (or twenty-six (26) weeks for specified family members of military personnel) for a family or medical leave to any individual who has been employed for at least 12 months at the time of the leave and has worked at least 1,250 hours in the 12-month period preceding the leave. The leave may be for any of the following reasons: birth of an employee's child(ren); adoption of a child or official placement with the employee for foster care; care of a son, daughter, spouse or parent (not parent-in-law) having a serious health condition; or incapacity of an employee as a result of a serious health condition. Vacation and other paid leave programs must be used as part of the 12-week period. Advance notice is required, if possible.

Up to twenty-six (26) weeks of leave may be taken during a single 12-month period to care for a spouse, son, daughter, parent or next of kin recovering from an illness or injury incurred in the line of active duty while in the Armed Forces or National Guard or Reserves. (HR 407)

back to top
Seniority

The seniority of regular employees consists of their relative tenure with respect to other employees in their occupational group (for service/maintenance employees) within their respective department; the department; and campus/university. Seniority accumulates from the first day of employment in the employee's group or special skill, but an employee is not entitled to benefits of seniority until successful completion of the probationary period.

Performance Increases
• Will the agency identify separate sub-units within the organization to administer
performance increases? If so, how will they be defined?
• What will be the decision making process the agency uses to determine the
distribution of increases for “Contributors” and “Extraordinary Contributors” within the
policy guidelines (“Contributors” must receive at least 80% of the statewide average
increase and “Extraordinary Contributors must receive no more than 250% of the
statewide average increase)?

Other Issues
• Will the agency use the appeals process for reconsideration of employee
evaluations outlined in the Performance Planning and Evaluation Policy or develop
an agency specific appeals process?
• Will absences from work (excluding overtime leave, compensatory leave, workers’
compensation, military leave, Family and Medical Leave, and Short Term Disability
under the VSDP program) impact employees’ overall performance rating and the
percentage of increase? If so, explain.

VI.

PAY PRACTICE PROCESS

In determining salaries, agency management must take the following pay
determination factors into consideration:











Agency Business Need
Duties and Responsibilities
Performance
Work Experience and Education
Knowledge, Skills, Abilities and Competencies
Training, Certification and License
Internal Salary Alignment
Market Availability
Salary Reference Data






Total Compensation
Budget Implications
Long Term Impact
Current Salary

Agencies need to determine the level of flexibility or control they will allow in the
administration of pay practices. The form on the next page may be help at identifying
where authority for individual pay practices falls within the agency.
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Last edited by bhautik.kawa; July 19th, 2016 at 08:36 PM..
   
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Re: Human Resource Management of RadioShack
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James Cord
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Re: Human Resource Management of RadioShack - March 28th, 2016

Quote:
Originally Posted by netrashetty View Post
RadioShack Corporation (formerly Tandy Corporation) (NYSE: RSH) is a chain of electronics retail stores in the United States, as well as parts of Europe, South America and Africa. As of 2008, it had 4,653 company-owned stores, 688 kiosks, 8 service centers, and 1,408 dealer outlets. RadioShack reported net sales and operating revenues of $4.81 billion. The headquarters of RadioShack is located in Downtown Fort Worth, Texas.[1] RadioShack is also a sponsor for the Samsung/RadioShack 500 NASCAR Sprint Cup Series race at Texas Motor Speedway. On July 21, 2009, RadioShack announced a partnership with T-Mobile USA, and started offering the service in August 2009.

RadioShack's current proprietary brands include RadioShack branded products (parts, adapters, telephones and other legacy/classic products), AntennaCraft (outdoor antennas and amplifiers), Auvio (audio/video cables, LCD TV's, headphones, premium surge protectors and speakers), Enercell (batteries and power), Gigaware (computer, GPS and iPod accessories, mp3 players and accessories, as well as digital cameras, digital camera accessories and digital picture frames) and PointMobl (Wireless Phone Accessories).

Discontinued brands include Accurian (audio and video equipment and accessories), MyMusix (MP3 players; now marketed under the Gigaware brand), Kronus (tools), Optimus (formerly audio and PA/DJ equipment; later used for digital camera accessories), Presidian (audio and video equipment, telephones, flashlights, calculators, and 2-way radios), VoiceStar (wireless phone accessories), Archer (wiring and antennas), Duofone (telephones & accessories), Micronta (scientific and educational equipment) and Realistic (sound equipment).

In 2009, the company became the main sponsor of a new cycling team, Team RadioShack, with Lance Armstrong and Johan Bruyneel as two of the members.

Sick Leave

All regular employees receive 12 days of sick leave per year. These days accumulate at the rate of one working day per month during completed, continuous service. However, no sick leave may be taken until it has been accrued. If you work 99 percent to 75 percent FTE, you receive proportionate sick leave benefits.

You may request sick leave for personal illness or injury and, if necessary, for medical or dental appointments. If you must use sick leave for such appointments, please request leave as far in advance as possible.

You may also use up to 12 days of accumulated sick leave each calendar year for illness in the immediate family. For purposes of this policy, immediate family includes: mother, father, husband, wife, son, daughter, brother or sister, wherever they may live, and related persons living in the immediate household of the employee. This time may also be used for the purpose of placement of an adoptive child in the employee's home or the care of that child immediately after placement.

You are expected to be on the job at all times, but if you have to be absent, you must notify your supervisor as soon as possible. If you cannot call, have a member of your family or friend call. The work in your department must go on, so your supervisor will have to make arrangements for someone else to take over your responsibilities. If you can, please advise your supervisor as to when you think you will be able to return to work.

Administrative, service and support employees will receive additional creditable service in calculating retirement benefits for all unused sick leave. Disability due to pregnancy is treated as any other illness or disability. (HR 404)

back to top
Workers' Compensation and Absence Due to Work-Incurred Injury or Illness

All employees, including students while in an employment status and recognized volunteers, are covered under workers' compensation. Medical expenses and compensation are paid to any covered individual who is either injured in a work-related accident or incurs an occupational disease. Death benefits are provided should the injury or disease result in death. Medical expenses and compensation are payable as prescribed by state or other statutes, and not by the university.

A three-day waiting period, beginning the next calendar day following the on-the-job illness or injury the employee is unable to work, is determined by the authorized physician. No workers' compensation is payable during this period unless the disability lasts beyond 14 calendar days. In this case, compensation for the waiting period is allowed.

Further information and assistance are available from the campus safety representative (Workers' Compensation Coordinator, Department of Risk and Insurance Management, University Administration). (HR 307, HR 409)

back to top
Jury Duty

If you are called for jury service, you should notify your supervisor as soon as possible of the date you will be required to be absent and, when possible, the probable length of time involved. You will be excused from your job, without loss of pay, for the reasonable period of time required for such jury service. In addition, you may keep any pay you receive for your required jury service. (HR 410)

back to top
Time off for Voting

If you are eligible to vote in any local, state or national election in the state of Missouri, you will normally be able to vote before or after work. If your hours of work give you three successive hours on election day between the opening and closing of the polls when you are not on duty, you will not be eligible for any paid time off for the purpose of voting. However, if such a three-hour period cannot be achieved in this manner, you will be excused from your duties for a period of time for voting, not to exceed three successive hours, including off-duty time, between the opening and closing of the polls on the day of election.

If it is necessary to be absent during scheduled working time for the purpose of voting, you will be paid for that time provided that you have requested permission in advance.

Your supervisor shall have the right to specify the time when you shall be relieved from duties and services to provide the three successive hours for voting. If you reside in an adjoining state, the same policies will apply for national elections and primaries held in preparation for national elections, but not for state and local elections. (HR 411)

back to top
Absence Due to Death in the Family

If you are a regular employee and a death occurs in your immediate family, you will be granted a maximum leave of three days (24 hours) leave without loss of pay or vacation during the period starting on the date of death and ending on the second calendar day after the funeral. Such time should be provided on a pro rata basis for an employee who works 99 percent to 75 percent FTE.

"Immediate family" means husband, wife, parent (including stepparent), grandparent, great-grandparent, grandchild, son, daughter, brother or sister, mother-in-law, father-in-law, and foster children who have become members of the family. If the schedule allows, any additional days off must be charged to vacation, personal days, or taken as excused leave without pay. (HR 412)

back to top
Military Leave

All employees who are or become members of the Armed Forces of the United States are entitled to leave of absence without loss of pay or vacation when engaged under official orders in the performance of emergency mobilization or annual training. However, you will not receive university pay for more than 15 scheduled working days per federal fiscal year.

You will be granted military leave without pay for the initial term of military service up to five years, or if you are a reservist or a member of a National Guard unit called to active duty. Military leaves of absence of 30 calendar days or more may be granted.

When released from active duty under honorable conditions, you may be reinstated in your former position, if it still exists, or one of similar status and pay without loss of seniority. However, you must apply for reinstatement within certain specified time periods after release from active duty and be physically and mentally capable of performing the duties of the job. If the job no longer exists, every attempt will be made to place you in a similar position. If you have become physically or mentally unqualified to perform the duties of the former position, you shall be offered employment for a position for which you are qualified. (HR 405)

back to top
Leave of Absence

In order to preserve the employee's employment rights and benefits, all regular employees may be granted a leave of absence only if the employee has a bona fide intention to return to the university following the leave. A leave of absence may be granted for periods of 30 calendar days up to one year, but not extending beyond the ending date of the employee's appointment.

A leave of absence without pay may be granted when the requirements of the department permit, when such leave is for prolonged illness or injury, or for any exceptional personal or institutional reason. Leaves of absence without pay may be granted only after all appropriate accumulated leave has been used. Such leave must be requested by the employee and recommended by the department chairperson or administrative head and approved in accordance with the delegation of authority. Unpaid leaves of absence of less than 30 calendar days may be approved by the department chairperson or administrative head and are handled as an excused absence.

Upon expiration of leave of absence, an employee is eligible for reinstatement to the former position or to one of similar requirements and compensation in the same department or division from which the leave was granted. Should a position not be available at the time of return to work, the leave of absence may be extended up to six months or until such time as a position for which the employee is qualified becomes available. Failure to return to work upon expiration of the leave of absence or when a position becomes available results in termination of the employee's services. (HR 408)

back to top
Family and Medical Leave Act

The university will provide up to twelve (12) weeks within any 12-month period (or twenty-six (26) weeks for specified family members of military personnel) for a family or medical leave to any individual who has been employed for at least 12 months at the time of the leave and has worked at least 1,250 hours in the 12-month period preceding the leave. The leave may be for any of the following reasons: birth of an employee's child(ren); adoption of a child or official placement with the employee for foster care; care of a son, daughter, spouse or parent (not parent-in-law) having a serious health condition; or incapacity of an employee as a result of a serious health condition. Vacation and other paid leave programs must be used as part of the 12-week period. Advance notice is required, if possible.

Up to twenty-six (26) weeks of leave may be taken during a single 12-month period to care for a spouse, son, daughter, parent or next of kin recovering from an illness or injury incurred in the line of active duty while in the Armed Forces or National Guard or Reserves. (HR 407)

back to top
Seniority

The seniority of regular employees consists of their relative tenure with respect to other employees in their occupational group (for service/maintenance employees) within their respective department; the department; and campus/university. Seniority accumulates from the first day of employment in the employee's group or special skill, but an employee is not entitled to benefits of seniority until successful completion of the probationary period.

Performance Increases
• Will the agency identify separate sub-units within the organization to administer
performance increases? If so, how will they be defined?
• What will be the decision making process the agency uses to determine the
distribution of increases for “Contributors” and “Extraordinary Contributors” within the
policy guidelines (“Contributors” must receive at least 80% of the statewide average
increase and “Extraordinary Contributors must receive no more than 250% of the
statewide average increase)?

Other Issues
• Will the agency use the appeals process for reconsideration of employee
evaluations outlined in the Performance Planning and Evaluation Policy or develop
an agency specific appeals process?
• Will absences from work (excluding overtime leave, compensatory leave, workers’
compensation, military leave, Family and Medical Leave, and Short Term Disability
under the VSDP program) impact employees’ overall performance rating and the
percentage of increase? If so, explain.

VI.

PAY PRACTICE PROCESS

In determining salaries, agency management must take the following pay
determination factors into consideration:











Agency Business Need
Duties and Responsibilities
Performance
Work Experience and Education
Knowledge, Skills, Abilities and Competencies
Training, Certification and License
Internal Salary Alignment
Market Availability
Salary Reference Data






Total Compensation
Budget Implications
Long Term Impact
Current Salary

Agencies need to determine the level of flexibility or control they will allow in the
administration of pay practices. The form on the next page may be help at identifying
where authority for individual pay practices falls within the agency.
Hey friend,

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