When owning a company the Employment-at-will has been on of the most affecting parts of the hiring and firing process of the company. They hiring and firing process of a company can be very expensive. The United States first implemented the Employment at will doctrine without the exceptions to the rule that companies can fire their employees without any reason. According to Halbert, T. & Ingulli, e. (2006) there were some early adjustment to the employment at will doctrine which ere made as workers fought for the right to organize and form unions. In which in 1935 the rights were guaranteed these rights and not long after the U.S Supreme Court announced that an employer could not use employment at will as means of intimidating or coercing its employees with respect to their self organization(p,39). The Employment-at-will doctrine has had many adjustments in the past 3 plus decades. There are few exceptions apply to the doctrine. Covenant of good faith and fair dealing exceptions, this doctrine is broadest compare to public policy and implied contract exceptions. The implementation of statutory exceptions has been given protection to employees. Employers cannot fire employees due to their race, color, religion, sex, national origin, age, or disability (Halbert, T. & Ingulli, e. (2006)).Jennifer was hired for abilities and skills to perform the job and its duties. As her manager we have put here through several months of training and she has failed to learn the necessary computer skills to perform her job up to the company’s standards. Now as her manager I will be providing Jennifer with coaching on this situation to see how we can help her improve the skills. We will over her to shadow a senior employee for a week then let her work under a senior employee for week to see what her competence with the system. Also to see Jenifer’s ability to with a visual or on