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At Will Doctrine

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Assignment 2: Employment at Will Doctrine
LEG500
Legal, Ethics and Corporate Governance
August 3, 2014

Referring to the Employment-At-Will doctrine, which states that both employer and employee can terminate their relationship as employee and employer for good cause, for no cause, for cause morally wrong or for no cause at all, some of these employees seems to have crossed the line that gives all the possible reason for the company to fire them (Halbert & Inguilli, 2012, pg 46). Considering that the company operates, as any at will employer it can be assessed that it has the full authority to terminate most of these employees since they have committed a breach of contract with their actions. However, even though the doctrine gives the absolute right for both stakeholders to terminate their contract for a cause or for no cause at all, there are still some limitations to the law that companies need to consider before firing an employee if they wish to minimize their liabilities and litigation costs. If there's no contract covering termination, you're free to fire an employee at any time, for any reason or for no reason at all. That law still applies today, but the "at-will" rule is subject to many limitations. For example, despite the "at-will" rule, a fired employee may claim one or more of the following grounds in a wrongful-discharge case (Steingold, 1997, para 4)). In light of this I will try to assess the actions of these employees one by one to determine the appropriate action to be taken and the exceptions and liabilities to be considered beforehand as follows;
• John posted a rant on his Facebook page in which he criticized the company’s most important customer. In any business institution, one of the critical responsibilities of an employee is treating customers with utmost respect and serves them with efficiency and diligence. As the saying goes

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