After Jagr Consults presented their recommendations on possible solutions to remedy the problems associated with cost, time efficiency, language and cultural barriers, employee morale and positive impacts of future projects, I would have to stick with my original recommendation of keeping the current employees and doing what needs to be done to make them happy and productive. If we send the unhappy employees back to the United States, we can not promise them the same positions because of the lack of projects. This can lead to a breach of contract and may result in employees taking legal action, which can negatively impact employee morale, reputation and integrity of USCO.
Also included in the negatives of sending some or all of the unhappy employees back home and hiring local Puerto Rican contractors can still lead to a significant language barrier because this recommendation is based off of the assumption that we will find the "right" employees for the job and that these employees will be fluent in both Spanish and English. If they are not completely fluent in English, the new contractors may run into issues with communication amongst our American USCO employees. We will also have to invest the time and money into training the new programmers, and time and money is something that we do not have to spare. I think understanding why some employees are unhappy and coming up with solutions to remedy their concerns is more beneficial financially and morally as opposed to going back home and hiring brand new employees. There are cost efficient alternatives to help the families feel more comfortable for their temporary stay in Puerto Rico while keeping our valuable employees and getting our project on or close to the three year timeline.