Chief Operating Officer: Employment-At-Will Contract Law
Chief Operating Officer: Employment-At-Will
LAW, ETHICS, & CORP. GOVERANCE
11/4/2013
First and foremost I would just like to say thank you for the promotion to Chief Operating Officer; I have really been looking forward to this day, and I will continue to do my best to successfully build this prestigious corporation! Subsequent to me celebrating my promotion, quite a few things have been brought to my attention. We have several issues that need to be handled, immediately. In regards to the developing issues, I have taken the liberty of researching resolutions to these problems, which brought me to the employment-at-will doctrine.
Traditionally, United States employers have obtained the right to let go, fire, get …show more content…
Since the secretary has always received glowing reviews. In actuality, she refused to prepare false expense reports for her boss. No my issue is no longer with the secretary but with the department supervisor. I can think the secretary for bringing this to my attention, and figure out a way she can be compensated for saving our company in the long run and not threatening to sue us for the department supervisor’s ridiculous actions. If these accusations are true the department supervisor will be terminated no if ands or buts. Deontology and Care ethics theory would be used in this scenario.
Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. The boss’s request will definitely be denied, and he or she will be penalized. We are required to attend jury duty by law, and Anna’s boss is not above the government. Anna’s boss wanting to fire her for that is very unethical and penalization will definitely me a firm one; because that is completely unacceptable. Deontology theory and consequentialism would be …show more content…
Number one, we must acknowledge the Whistleblower Policy responsibility. Let it be known what the policy was established for and how it works. Secondly, we must make clear that there will be no retaliation whatsoever. If someone chooses to retaliate they will be punished from termination of employment to perhaps taken to the courts (legal system). Thirdly, we must outline the procedures and step one must take in the reporting process. Also inform the employees that names will be kept anonymous. We must make it our duty to see that employees who make reports on illegal activity in good faith are protected and
LAW, ETHICS, & CORP. GOVERANCE
11/4/2013
First and foremost I would just like to say thank you for the promotion to Chief Operating Officer; I have really been looking forward to this day, and I will continue to do my best to successfully build this prestigious corporation! Subsequent to me celebrating my promotion, quite a few things have been brought to my attention. We have several issues that need to be handled, immediately. In regards to the developing issues, I have taken the liberty of researching resolutions to these problems, which brought me to the employment-at-will doctrine.
Traditionally, United States employers have obtained the right to let go, fire, get …show more content…
Since the secretary has always received glowing reviews. In actuality, she refused to prepare false expense reports for her boss. No my issue is no longer with the secretary but with the department supervisor. I can think the secretary for bringing this to my attention, and figure out a way she can be compensated for saving our company in the long run and not threatening to sue us for the department supervisor’s ridiculous actions. If these accusations are true the department supervisor will be terminated no if ands or buts. Deontology and Care ethics theory would be used in this scenario.
Anna’s boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission. The boss’s request will definitely be denied, and he or she will be penalized. We are required to attend jury duty by law, and Anna’s boss is not above the government. Anna’s boss wanting to fire her for that is very unethical and penalization will definitely me a firm one; because that is completely unacceptable. Deontology theory and consequentialism would be …show more content…
Number one, we must acknowledge the Whistleblower Policy responsibility. Let it be known what the policy was established for and how it works. Secondly, we must make clear that there will be no retaliation whatsoever. If someone chooses to retaliate they will be punished from termination of employment to perhaps taken to the courts (legal system). Thirdly, we must outline the procedures and step one must take in the reporting process. Also inform the employees that names will be kept anonymous. We must make it our duty to see that employees who make reports on illegal activity in good faith are protected and