There are several concerns and issues that had been analyzed by the new COO of the
organization. Many aspects need to be carefully considered before making sound decisions of
any corrective action or termination in effort to avoid legal actions. According to Connell and
Castro, issues need to be carefully investigated by exploring relevant witness such as co-workers
(Castro & Connell, 2009, p.31). This will ensure that situations with misunderstandings are not
the issue. However, the conclusion made by the COO should be practical and within reason, not
made on impulse or suddenly, and in line with the Employment-at-will doctrine. Although,
employees can be dismissed at any time for whatever reason if there aren’t any statutes that
would prohibit the act, careful review of the concerns listed below is needed for the betterment
of the company and its strategic plans.
John posted a rant on his Facebook page in which he criticized the company’s most important customer.
Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone boycott the next sales meeting.
Ellen started a blog to protest the CEO’s bonus, noting that no one below director has gotten a raise in two (2) years and portraying her bosses as “know-nothings” and “out-of-touch”
Bill has been using his company-issued BlackBerry to run his own business on the side.
The secretaries in the accounting department decided to dress in black-and-white stripes to protest a memo announcing that the company has installed keylogger software on all company computers.
After being disciplined for criticizing a customer in an email (sent from his personal email account on a company computer), Joe threatens to sue the company for invasion of privacy.
One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always