Employment-At-Will Doctrine Sheryl Medford-Mark Professor Ellen Kapalko Law and Ethics in the Business Environment January 22, 2013 Introduction As a manager and supervisor of an accounting department, discuss the following issues related to the employment-at-will doctrine and liability of an employer based on actions and responses to the employee’s behavior and actions. Jennifer, a recent graduate, has recently been hired by your accounting firm out of college. Upon being hired, she engages
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Assignment 1 - Employment-At-Will Doctrine Michelle D. Payne Professor Diana Smith, Esq. Legal 500 - Law, Ethics and Corporate Governance October 27, 2012 Describe what steps you would take to address the following scenario involving skills, competence, and abilities: 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
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duties and responsibilities should be reviewed with the employee and the immediate supervisor. Upon reviewing the job expectations, one can suggest that there should be a discussion about job performance reviews after the first initial 90 days of employment. One can agree that not all employee’s performance will meet the standards of the company. When this becomes an issue, there should be some sort of coaching and/or training to see where the problem lies and what they can do to bring the job performance
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As manager and supervisor of the accounting department it is my duty to address and resolve conflicts as they arise. My goal is to address issues within the employment-at-will doctrine as well as provide ways to approach an employee that is not meeting company expectations. There are some key actions involved with resolving a conflict within the work place. It is best to establish a mutual involvement, meaning both parties should take some responsibility. As management it is important to seek to
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Jazzelynn Daigle January 27, 2013 LEG 500 Assignment 1 While the Employment-At-Will Doctrine allowed employers to terminate an employee for any reason or no reason at all, every situation between employees and employers is not so cut and dry that this may take place automatically. The following scenarios discuss situations where exceptions may apply and steps before termination may need to be taken. Skills, Competence, and Abilities In a situation where the employee is unable to learn basic
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Scenario I Jennifer, a recent graduate was hired to work at my accounting firm. Before Jennifer was hired, she was required to take an aptitude, knowledge and skill test. An aptitude test can measure an employee's ability to reason, think logically, visualize in three dimensions and understand the principles of machinery. An aptitude test helps the employer determine which employees will have the aptitude to learn the specifics of a job. A knowledge test can measure the level of skills the employee
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them from their job without a good reason would be somewhat difficult. There are numerous things that I would have to evaluate before I decide to let them go. I have to see if the things that they did falls under some the exceptions of the At- Will Doctrine. I understand that they were trying to make some changes. There are several things that they needed to be aware of before they went off doing the things that they did. Having no whistleblower policy should have made them reconsider a lot of their
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EMPLOYMENT-AT-WILL DOCTRINE Shawunda Baker STRAYER UNIVERSITY Gus Weekley, JD February 8, 2015 Employment-At-Will Doctrine Under the employment-at-will doctrine, employers have the power hire and fire employees for whatever reason. All 50 states however, have adapted statues that protect employees from wrongful termination. The theoretical philosophy laissez-faire provided the support for this legal rule. Employment at will is a legal doctrine that gives employers the freedom to terminate
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Overview of Employment-At-Will and Exceptions to the Rule At-Will Presumption Employment relationships are presumed to be “at-will” in all U.S. states except Montana. The U.S. is one of a handful of countries where employment is predominantly at-will. Most countries throughout the world allow employers to dismiss employees only for cause. Some reasons given for our retention of the at-will presumption include respect for freedom of contract, employer deference, and the belief that both employers
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Employment-At-Will Doctrine Sherita Pittman October 26, 2014 Master of Business Administration LEG 500 Strayer University Employment and employee go hand and hand at some point in life. Work is defined as, exertion or effort directed to produce or accomplish something; labor; toil and employment is, an occupation by which a person earns a living; work; business (Dictionary.reference.com (2014). As the Chief Operating Officer (COO) in a midsize company preparing for an Initial Public
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