Leg 500 Assignment 1 Essay Example
Employment-At-Will Doctrine
Tonesha Gadson
Strayer University
Law, Ethics, and Corporate Governance (LEG 500)
Professor Augustine Weekley
July 21th, 2012
Abstract
Traditionally, companies in the United States have possessed the right to terminate their employees at will for any reason, be it good or bad. The Employment-At-Will doctrine encompasses all employees who are not safeguarded by express employment contracts that state that they may be discharged only for good cause. "Good cause" constraints are typically a part of collective bargaining agreements negotiated by employee unions; nonunion workers rarely have this form of protection. The Employment-At-Will doctrine also does not apply to contracts for a specified term, such as an employment contract that contemplates the employee providing service for an expressly designated number of years.
In this assignment, my role as a manager/supervisor of the accounting department of a major accounting firm will be tested based on the actions of Jennifer, one of my employees and a recent graduate of college-working in her first official post-graduation occupation. Upon her approval of employment with the company, Jennifer finds herself in a number of different and unusual acts on the job that need my immediate attention-where effective courses of action are needed. The issues are related to the Employment-At-Will doctrine and the potential liability of the company, based on reactions of Jennifer’s behavior and actions.
Keywords: Employment-At-Will doctrine, civil rights, legal, job duties, liability
Step 1: Describe what steps you would take to address the following scenario involving skills, competence, and abilities
When hiring someone for a position, one of the most significant qualification the employer looks at is his or her skills, competence, and abilities to do the job. The employer mainly relies on
Tonesha Gadson
Strayer University
Law, Ethics, and Corporate Governance (LEG 500)
Professor Augustine Weekley
July 21th, 2012
Abstract
Traditionally, companies in the United States have possessed the right to terminate their employees at will for any reason, be it good or bad. The Employment-At-Will doctrine encompasses all employees who are not safeguarded by express employment contracts that state that they may be discharged only for good cause. "Good cause" constraints are typically a part of collective bargaining agreements negotiated by employee unions; nonunion workers rarely have this form of protection. The Employment-At-Will doctrine also does not apply to contracts for a specified term, such as an employment contract that contemplates the employee providing service for an expressly designated number of years.
In this assignment, my role as a manager/supervisor of the accounting department of a major accounting firm will be tested based on the actions of Jennifer, one of my employees and a recent graduate of college-working in her first official post-graduation occupation. Upon her approval of employment with the company, Jennifer finds herself in a number of different and unusual acts on the job that need my immediate attention-where effective courses of action are needed. The issues are related to the Employment-At-Will doctrine and the potential liability of the company, based on reactions of Jennifer’s behavior and actions.
Keywords: Employment-At-Will doctrine, civil rights, legal, job duties, liability
Step 1: Describe what steps you would take to address the following scenario involving skills, competence, and abilities
When hiring someone for a position, one of the most significant qualification the employer looks at is his or her skills, competence, and abilities to do the job. The employer mainly relies on