Employment-at-Will Doctrine Professor: May 1, 2014 Assignment # 1 Employment-at-Will Summary of the Employment-at-Will Doctrine The concept of At-will means that an employer can terminate an employee because of any reason but the illegal dismissals does not come under this category. Similarly, the employee will also have a choice to leave the job at any time with or without any reason. There would not be any adverse legal consequence in such a case. In some cases, the contents related
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Employment-At-Will Doctrine Strayer University Professor LEG 500 Law, Ethics, and Corporate Governance The Employment-At-Will doctrine continues to be favored by employers and employees in various forms thru out numerous types of companies. The doctrine gives employers and employees the right to terminate terms of their employment “for a good reason, a bad reason, or no reason at all” (Halbert Ingulli, 2012, page 46). There are some restrictions to the at- will doctrine in which an employer
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Assignment 1 Title: Employment At-Will Doctrine Student: David Nti-Berko Professor: Anne E. Dewey-Balzhiser Course: LEG 500 – Law, Ethics, and Corporate Governance Submission Date: 07/28/2013 Introduction Since the latter part of the nineteenth century, employment at-will has been the starting point in America employer-employee relationships (D. Mathews, 1975). Under the doctrine of employment at-will, an employer may terminate
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Employment-At-Will Doctrine Kayla M Hills Professor Ron Olds Strayer University Legal 500: Law, Ethics, and corporate Governance 17 July 2012 Employment-at-will is standard practice among American businesses unless otherwise specified with a contract. According to authors Halbert/Ingulli the “Employment-at-will doctrine is the common law rule that holds that whenever an employment relationship is of an indefinite duration,
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Running Head: EMPLOYMENT-AT-WILL DOCTRINE 1. 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 the information provided by the potential employee to determine if the employee is qualified for the job. In this situation, where Jennifer has led the employer to believe that she is qualified while not being able to fulfill the simple requirements
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Employment-at-will Doctrine Whistleblower Strategy Yasser Benadada Strayer University Professor Holeman Table of Contents Employment at will Doctrine 2 Public-policy exception 2 Implied-contract exception 3 Covenant-of-good-faith and Tort based exceptions 3 Evaluation each of the eight (8) scenarios: 4 Recommend whistleblower policy 7 Fundamental Items to Whistleblower policy 8 References 10 Employment at will Doctrine According to Clarkson, Miller, Jentz & Cross
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When owning a company the Employment-at-will has been on of the most affecting parts of the hiring and firing process of the company. They hiring and firing process of a company can be very expensive. The United States first implemented the Employment at will doctrine without the exceptions to the rule that companies can fire their employees without any reason. According to Halbert, T. & Ingulli, e. (2006) there were some early adjustment to the employment at will doctrine which ere made as workers
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Employment-At-Will Doctrine July 29, 2012 Legal 500 As a manager and supervisor of an accounting firm, the following scenarios regarding At-Will employment would be handled accordingly. In the examples given, Jennifer was a recent graduate from college. However, she doesn’t have the applicable work skills necessary to complete the job in many areas. According to the Employment-At-Will Doctrine, employers are able to “dismiss their employees at will for
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Employment-At-Will Doctrine Michele Evans Strayer University LEG 500 - Law, Ethics, and Corporate Governance Prof. Moses Cowan April 25, 2013. Abstract As a manager and supervisor of an accounting department within the company J & M Designs, it is necessary to meet with the newly hired graduate Jennifer Thomas. She was hired by our firm right out of college and is close to the end of her probationary period. However, it has been brought to management’s attention that she engages
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Employment-At-Will Doctrine Michele Evans Strayer University LEG 500 - Law, Ethics, and Corporate Governance Prof. Moses Cowan April 25, 2013. Abstract As a manager and supervisor of an accounting department within the company J & M Designs, it is necessary to meet with the newly hired graduate Jennifer Thomas. She was hired by our firm right out of college and is close to the end of her probationary period. However, it has been brought to management’s attention that she engages
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