2, 2013 EMPLOYMENT -AT- WILL DOCTRINE TABLE OF CONTENTS Employment -At-Will Doctrine……..............................................................................p1 Exceptions to Employment-At-Will………..…………………………………….……p2 Case Scenario Evaluations…………………………………………………….……....p3 Recommendations CEO……………………………………………………………….p5 References /Academic Resources……………………………..………………………p7 EMPLOYMENT -AT-WILL DOCTRINE In this paper, I will summarize
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Employment-At-Will Doctrine Lisa Dunn Dr. Charles Fleming LEG 500 Strayer University April 22, 2013 Many workers in the United States believe that satisfactory job performance should be rewarded with, among other benefits, job security (Muhl, 2001, 3). There is an employee (Jennifer) that seems to be unable to learn the computer applications that are basic to her job responsibilities, but, consistently “tells” her boss that she is “a good worker and
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Employment -A-Will Doctrine I am the newly appointed Chief Operating Officer (COO). I have discovered multiple personal problems needing my immediate attention. I will work closely with my Human Recourse Manager (HRM) to evaluate the following issues in light of the employment-at-will doctrine. The employment-at-will doctrine gives employers broad discretion to fire employees “for a good reason, a dad reason, or no reason at all” (Halbert & Ingulli, 2012, p. 46). The first concern is our employee
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Employment-At-Will Doctrine Alicia M. Malone Law and Ethics in the Business Environment Professor Michelle Olmstead, JD MBA July 22, 2012 The concept of employment-at-will holds that both employer and employee have the mutual right to terminate an employment relationship anytime for any reason and with or without advance notice to the other. Specifically, it holds that an organization employs an individual at its own will and can, therefore, terminate that employee at any time “for a good
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Employment-At-Will Doctrine Introduction Employment-At-Will is a common legal doctrine that an employment contract of indefinite duration can be terminated by either the employer or the employee at any given time for any reason. In essence, an employer can discharge an employee for any reason which can be good, bad, or no reason at all. At the same time, the employee is equally free to cease work at any time without giving a reason to the employer. This doctrine of Employment-At-Will has been well
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The Employment at Will doctrine generally provides private sector employees free reign to fire employees the employer believes to be insupportable. However, Several cases have ruled that an employer who gains unauthorized access to an employee’s password protected blog, and subsequently fires the employee for anything appearing on that blog have violated the Stored Communications Act (SCA) of 1986. The Stored Communications Act of 1986 (SCA) makes it unlawful to intentionally access without authorization
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Employment-At-Will Doctrine In the United States, employees without a written employment contract generally can be fired for good cause, bad cause, or no cause at all; judicial exceptions to the rule seek to prevent wrongful termination. There are three exceptions to the doctrine that are recognized across the 50 states. These exceptions address employment terminations that are in line with the doctrine requirements but are probably not justified [Muhl, 2001]. Public-policy exception Under
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Employment at Will Athena Locklear Professor Ellen Kapalko Legal 500: Law and Ethics in the Business Environment July 22, 2012 Employment at Will Doctrine At will employment is a doctrine of American law that defines an employment relationship in which either party can break the relationship with no liability, provided there was no express contract for a definite term governing the employment relationship and that the employer does not belong to a collective bargaining
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Employment-At-Will Doctrine Employment-at-will doctrine Summary The employment-at-will doctrine is a legal doctrine that gives employers the ability to fire employees “for a good reason, a bad reason, or no reason at all” (Halbert & Ingulli, 2012, p.46). This doctrine was developed in the 19th century under the theory that it would be just as fair for an employer to terminate an employee for any reason, as it would be for an employee to resign from employment at any time. There have been a few
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| Employment-At-Will Doctrine | | | Alishia Bush | | Kimberly Ford, Esq. LEG 500 10/23/2013 | | Employeement-at-will Doctrine/Evaluation The employment-at-will doctrine was established giving employers autonomous power to terminate employment at will for no reason, a good reason or for being found morally wrong, even if they aren’t wrong in the eyes of the law. Within this doctrine the employer or employee, without a written employment contract, can terminate
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