Employment-at-Will Doctrine
Running Head: EMPLOYMENT-AT-WILL DOCTRINE 1
Employment-At-Will Doctrine
04/22/2013
Running Head: EMPLOYMENT-AT-WILL DOCTRINE 2
Jennifer is a recent graduate and has been hired by my accounting firm out of college. Upon being hired Jennifer has engaged in a number of different behaviors that need the accounting manager’s attention. The first situation is that Jennifer seems unable to have learned or know the basic computer applications that are basic to her job. Even after a few months of training and support she unable to use the computer tools to be productive an efficient in completing the required tasks. As the manager of an accounting department I would take the following steps in addressing the scenario involving skills, competence and abilities.
Internally I would contact the Human Resource (HR) Generalist assigned to my department. Prior to do this I have already invested several months of training and support and Jennifer is unable to use the computer tools to be an efficient and productive member of my team. Being that Jennifer was hired right out of college she was either recruited at a university event that my company was present for or she either had an inside connection that helped her get her foot in the door. No matter what way she got in I have to make the assumption that my company did not properly vet the skills, competencies and abilities Jennifer possesses. I would also have to make the assumption that the job description that Jennifer was hires under thoroughly explained the basic skills competencies and abilities to do the job at hand. I would contact the HR Generalist to try to get a better understanding of how Jennifer became employed, validate that she did in fact have the basic qualifications for the job, and document the problems that I am currently experiencing. I would also request
Employment-At-Will Doctrine
04/22/2013
Running Head: EMPLOYMENT-AT-WILL DOCTRINE 2
Jennifer is a recent graduate and has been hired by my accounting firm out of college. Upon being hired Jennifer has engaged in a number of different behaviors that need the accounting manager’s attention. The first situation is that Jennifer seems unable to have learned or know the basic computer applications that are basic to her job. Even after a few months of training and support she unable to use the computer tools to be productive an efficient in completing the required tasks. As the manager of an accounting department I would take the following steps in addressing the scenario involving skills, competence and abilities.
Internally I would contact the Human Resource (HR) Generalist assigned to my department. Prior to do this I have already invested several months of training and support and Jennifer is unable to use the computer tools to be an efficient and productive member of my team. Being that Jennifer was hired right out of college she was either recruited at a university event that my company was present for or she either had an inside connection that helped her get her foot in the door. No matter what way she got in I have to make the assumption that my company did not properly vet the skills, competencies and abilities Jennifer possesses. I would also have to make the assumption that the job description that Jennifer was hires under thoroughly explained the basic skills competencies and abilities to do the job at hand. I would contact the HR Generalist to try to get a better understanding of how Jennifer became employed, validate that she did in fact have the basic qualifications for the job, and document the problems that I am currently experiencing. I would also request
References: Cornell university (2012). National labor relations act 1935, u. s. code: Title 29 section 157 . (2012). Legal Information Institute, Retrieved from http://www.law.cornell.edu/uscode/text/29/157 Duryea, E. (1997). Wronful discharge in violation of public policy: the status of the law in virginia. Retrieved from www.law.virginia.edu/ pells/ giflibrary.nsf/ Images/ Pdf/ $File/ Discharge.pdf Halbert, T., Ingulli, E. (2012). Law & Ethics in the Business Environment (7th Ed.). Mason, OH: South-Western Cengage Learning.