Strayer University | Employment-At-Will Doctrine | LEG 500/Professor Armonda | | Alicia Hewitt | 4/16/2012 |

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The Employment-At-Will Doctrine is a doctrine that defines an employer can fire an employee at any time, without cause, and the employee can terminate employment at anytime. If there is a contract, the contract must be honored until set date of termination, or employee fails to honor set contract (Halbert & Ingulli, 2012, p.46).
Describe what steps you would take to address the following scenario involving skills, competence, and abilities:
As a manager, or a supervisor of a company, certain criteria will have to be met before employment can take place. When an employee enters a work place, they are usually placed on probation. During the probation period, the conduct of the employee is monitored. If the employer is not satisfied with that employee’s performance, they can be terminated at any time if no contract was signed.
Employees are usually hired base on the information found on their resume, and are expected to do the job when hired. There are times when additional training may be needed, in hope that the employee will improve and rise up to standards and perform the duties. As a manager, I could not rely on spoken word only. If the business is to strive, and be successful, the work of that employee need satisfactory, or better.
Describe what steps you would take to address scenario involving management, behavior, and performance:
Although a late policy is not a legal document, it is important to have, along with a copy of the Employment-at-will doctrine. if it is violated disciplinary action can take place. Most employment who implements a late policy, usually have the employee read and sign it. This indicates they understand, and if they violate the policy it can lead to termination. As a manager, in a curious