Employment At-Will Virginia Knight Professor Augustine Weekley LEG500 Law, Ethics, & Corporate Governance July 22, 2012 As a manager and supervisor of an accounting department, discuss the following issues related to the employment-at-will doctrine and liability of an employer based on actions and responses to the employee’s behavior and actions. Jennifer, a recent graduate, has recently been hired by your accounting firm out of college. Upon being hired, she engages in a number
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Rodman v. New Mexico Employment Security Department, 764 P. 2d 1316 (N.M. 1988) Facts- Ms. Billie J. Rodman worked for the Presbyterian Hospital as a unit secretary for eight years. February, 1987 she was terminated from her employment due to continuous, disruptive phone calls, visits, and disruptions that caused her and her co-works many distractions and distress. She was reprimanded twice for these incidents. On the day of her termination, she had an incident with her boyfriend outside of the
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Unit 3 Liability Issues Project January 21, 2013 The Doctrine of Apparent Authority in Medical Malpractice Cases explains that a hospital will be deemed to have held itself out as the provider of care, unless it gives the patient notice that the doctor was an independent contractor. Under the doctrine of corporate liability, it is the hospital itself that is negligent. The article is stating that hospitals are liable for the mistakes of their workers and are not able to put the
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Assignment #1: Employment-At-Will Doctrine LEG-500- November 3, 2013 I. Introduction The employment-at-will is a term part of the labor law in which states that an employee can be dismissed by an employer for any or no reason and without warning. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences. At-will also means that an employer can change the terms of the employment relationship with no notice and no consequences. “For
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skill level did not show any improvement, I would then inform Jennifer that her employment has been terminated. My basis for her termination would be the Employment At-Will Doctrine. Under this doctrine either party can immediately terminate the relationship at any time with or without any advance warning, and with no subsequent 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 This paper will cover what legal rights employers have and whether they have the right to follow an employment-at-will doctrine. As the newly hired Chief Operating Officer (COO), I am faced with multiple personnel problems. There are eight different scenarios that I have to assess and determine what action to take against the employee, whether the employee can be fired, and what action will limit liability and impact on operations. I have also discovered that the
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Governance: Employment At Will Doctrine Dr. Meredith Brasca February 2, 2014 Employment-at-will [EAW]: “when an explicit agreement of contractually binding terms of employment is absent, the employment relationship exists only so long as both parties will it to continue. That is, either party is free to end the relationship at his or her will. Moreover, the relationship may be terminated at any time and for any reason. United States employment law has traditionally been governed by this doctrine. One
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corporate policy. Answers to Assignment #3 Questions The questions (in bold type face) follow as detailed in our assignment. 1. Explain whether Jake's actions are in or out of his "scope of employment." How is the scope of employment determined? What is the employee's duty with respect to his employment? In this episode, our service manager Jake is working to complete the oil changes with which his boss has saddled him. Through his advertising gimmick of free oil changes for existing
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threatened with losing her job should she raise the issue again. This paper will analyze and discuss the concepts of employment at-will, whistleblowers, and the Utilitarian and Kantian ethical frameworks as relevant ethical topics to the ACME, Inc. scenario. Employment at Will According to Arnold, Beauchamp, & Bowie (2013), “EAW [employment at-will] is a common-law doctrine that states in the absence of law or contract, employers have the right to hire, promote, demote, and fire whomever
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Law, Ethics, and Corporate Governance Professor Nekia S. Hackworth, Esq. Assignment 1: Employment-At-Will Doctrine Strayer University: LEG500 October 31, 2012 Employment-at-will is a legal rule that developed in the nineteenth century; giving employers unfetter power to “dismiss their employee at will for good cause, for no cause, or even for cause morally wrong, without being thereby guilty of a legal wrong (Halbert & Ingulli, 2012, p. 49). The most common protected categories are
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