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15 Case, “the Broken Employment Contract?

In: Business and Management

Submitted By mbv318
Words 2604
Pages 11
15 Case, “The Broken Employment Contract?”, on pp. 50–53
1. Did Wayne have an employment contract, either oral or written, with EcoCare? Why or why not? Yes, Wayne did have an employment contract with EcoCare that is considered oral. According to Wayne, during his interview Bell stated, “As long as he did his job, he could stay with the company until he reached retirement age.” You know this is an oral contract because it proves four elements: an offer, consideration, acceptance, and mutuality. There was an offer given to Wayne to work at the company until he is at retirement age. Consideration means something was offered in exchange for the specified action, meaning Wayne was offered to stay until retirement only if he did his job. Wayne then was handed the manual and accepted the job offer. Both Bell and Wayne were aware of the offer and mutually agreed to the hire.
2. What problems, if any, do you see with EcoCare’s pre-employment process? EcoCare’s employment process is just unorganized. Bell should have never told a new hire in an interview that she knew of no one being discharged so they won’t have to look for work. That is unprofessional and can cause disputes later on. There was no documentation of the hiring interview and no pre-employment paperwork for records. The reason this company is in this predicament is because of the unorganized hire of Wayne.
3. Can an employer’s written human resource policies ever be construed as a contract between an employer and an employee? No an employer’s written human resources policies cannot be construed as a contract between the employer and employee. Polices are made for employees to be aware of the rules and regulations that must be followed and not a signed contract. A formal contract between and employer and employee but clearly state what is being offered and the requirements that are mutually...

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