On January 7th, an emergency meeting of the board members of Dick’s Holdings Inc., the parent company of Dick’s Sporting Goods, was held to decide how the company would handle what their internal Human Resources experts predict will become a dire situation for the company. Dick’s Sporting Good is America’s largest retailer devoted to sporting goods and, whilst all board members had been previously set up with the ability to remote into important meetings, no one was expecting an emergency meeting to be called with only twelve hours notice. This meeting was precipitated by a report that came out of a Human Resources department that worked late into the wee hours on January 6th, 2021 to analyze the ongoing situation. The report indicated that, based upon the quantity and distribution of sick time utilized on January 6th, the company will likely see a dire shortage of active-duty employees at the assistant manager level in the coming weeks and months.
The most important thing to come out of the January 7th meeting was the formation of a taskforce comprised of senior executives from the Human Resources, Legal, Store Operations and Finance departments. This taskforce is to develop a comprehensive strategy to best handle this employee crisis and amend the relevant company guidelines accordingly. Whilst the taskforce’s work will likely continue for years to come, Steven Gunderson, the senior member of the taskforce and head of the Human Resource department, spoke at a press conference to announce what the taskforce is calling their “first silver bullet” to address the issue.
Steven Gunderson, Senior Vice President:
First and foremost, I am here today to announce an amendment to our guidelines on hiring and internal promotions. Effective immediately, all managerial and senior managerial level employees have been granted the emergency ability to promote floor and cashier level employees to an assistant managerial position that has become vacant due to personal legal issues. Provided the employee agrees, these promotions can become effective instantly with no need to confirm with Store Operations. This promotion can occur regardless of how long the floor or cashier level employee has been with the company and these employees will not have to receive assistant manager training before they begin their duties. However, we do ask that these employees take part in assistant manager training at some point, once the taskforce has determined how best to handle the mass training required for this new batch of assistant managers.
Over the course of the next coming months, we will also start a new wave of hiring to achieve a healthy surplus of floor and cashier level employees. This surplus will help to cover the workload of those who have been recently promoted. And we will be analyzing the personnel files and social media accounts of our assistant-manager level employees to determine which stores are most at risk and in need of surplus floor and cashier level employees as a result.
Does anyone have any questions?
Jeffrey Smith, Senior Reporter at KRQTV:
Yes, thank you. This is Jeffrey Smith, senior reporter at KRQTV, and can you tell us why exactly so many of your, as you call them, assistant manager level employees are likely to have ongoing legal difficulties that necessitate their termination.
Steven Gunderson, Senior Vice President:
You mean, you haven’t put that part together yet?
When pressed, Steven Gunderson and other taskforce members at the press conference declined to offer any further explanation of the legal difficulties that they believe their assistant manager employees will likely face.
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