HCS/335 Ethics: Health Care and Social Responsibility Lawrence Fergus Ethics Case Study Samantha Ruiz 04/17/2011 Jerry McCall is Dr. Williams’ office assistant. He has received professional training as both a medical assistant and a LPN. He is handling all the phone calls while the receptionist is at lunch. A patient calls and says he must have a prescription refill for Valium, an antidepressant medication, called in right away to his pharmacy, since he is leaving for the airport in thirty
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Assignment 1: Employment-At-Will Doctrine LEG500 – Law, Ethics, and Corporate Governance Employment-At-Will Employment at will was installed in United States labor law during the Industrial Revolution in the late 1800’s. Initially without modifications, employment at will meant that a worker who labored for an unspecified time labored at the wishes of the owner. However, lacking a clause in an agreement, either participant may possibly end the employment without a motive. At first sight
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Employment-At-Will Doctrine Kimbla Gordon Eaton LEG/500 October 31, 2013 Professor James P. Laurie III, Esq. Employment-At-Will Doctrine This paper will include a summary of the Employment-at-will Doctrine. As a review for understanding the paper will evaluate eight scenarios facing the writer as the new Chief Operating Officer (COO) of a medium size establishment. Additionally, the COO will make a recommendation to institute a whistleblower policy giving three essential
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does not “appreciate her”. Even after a few months of training and support, she is unable to use the computer tools to be productive and efficient in completing the required tasks. “The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause” (Muhl, 2012). Jennifer does not meet the requirements and skills she requires to
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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
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causes an injury or otherwise would be liable. Whenever an agency relationship exists, the principal is responsible for the agent's actions. For example, an employer of an employee who injures someone through negligence while in the scope of employment is vicariously liable for damages to the injured person. In contrast, a defendant who engages an independent contractor is not liable to others for the acts or omissions of the independent contractor. An independent contractor is a person who performs
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Employment-At-Will Doctrine Nichelle Suggs Dr. Kenneth Pino Law, Ethics, &Corp. Governance July 16, 2012 1. The employee seems to be unable to learn the computer applications that are basic to her job responsibilities, but, consistently “tells” her boss that she is “a good worker and a genius” and that he does not “appreciate her”. Even after a few months of training and support, she is unable to use the computer tools to be productive and efficient in completing the required
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Employment-At-Will Doctrine By Carla Anderson Professor Shaun Koenig Law, Ethics, and Corporate Governance November 9, 2014 Employment-At-Will is a legal doctrine which gives employers broad discretion to fire employees for a good reason, a bad reason, or no reason at all (Halbert, & Ingulli, 2012). With employment-at-will, an employer has the right to change its policies or terms of employment without notice. Therefore, benefits and wages can be modified devoid of notice. Understanding
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Assignment 1: Employment -At-Will Doctrine J W Professor Augustine Weekley LEG 500 Law, Ethics, and Corporate Governance February 2, 2014 Summarize the employment-at-will doctrine and evaluate each of the eight (8) scenarios described by determining: · Whether you can legally fire the employee; include an assessment of any pertinent exceptions to the employment-at-will doctrine. · What action you should take to limit liability and impact on operations; specify which ethical
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discrimination illegal. However, fifty years later we are still debating the issue and there is overwhelming evidence that discrimination in the workplace still exists. Alarmingly, workplace discrimination claims based on race filed at the Equal Employment Opportunity Commission (EEOC) have reached record highs within the last three years. In 2010 alone, there were 93,727 charges reported to the EEOC . This article will review current law regarding discrimination by employers. It will determine if
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