Assignment 1: Employment-At-Will Doctrine LEG500 – Law, Ethics, and Corporate Governance Employment-At-Will Employment at will was installed in United States labor law during the Industrial Revolution in the late 1800’s. Initially without modifications, employment at will meant that a worker who labored for an unspecified time labored at the wishes of the owner. However, lacking a clause in an agreement, either participant may possibly end the employment without a motive. At first sight
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described as the ethical dilemmas that arise within a business setting. GAP Inc., similar to most other multinational corporations (MNCs), has faced numerous ethical issues in the past. Since 1995, GAP’s image has been continuously tarnished through allegations of exploitive working conditions, cheap labour, and hostile environments overseas. One ethical issue surrounding GAP Inc. emerged from the “Made in U.S.A.” labels, resulting in the deception of American customers. This is an ethical issue because
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serve and contributing to the ethical success of those organizations. He or she also an advocate for the HR profession by engaging in activities that enhance its credibility and value. Individually, he or she is expected to exhibit individual leadership as a role model for maintaining the highest standards of ethical conduct where he or she should be ethical and act ethically in every professional interaction, seek expert guidance if ever in doubt about the ethical propriety of a situation and question
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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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Law, Ethics, and Corporate Governance AnnMarie Seidler Dr. Charity Lanier Legal 500 October 30, 2013 As the Chief Operating Officer (COO) of a midsize company that is preparing for an Initial Public Offering (IPO), I discover several personnel problems that require my immediate attention. It is my duty to be familiar with the Employee-at-will Doctrine and any exceptions if any that may apply to the employees and my employer. While preparing to deal with our personnel problems I discover that
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extreme caution. Ethics The standards established in this facility reflect a great amount of ethical consideration. Honest customer service is our FIRST PROMISE to the clients. We produce items with the customers’ best interests at heart. We expect all suppliers to provide the same honesty when doing business. All employees must submit a Confidentiality and Ethical Agreement within first week of employment. Conflict of interest Due to the originality and creativity of our products, we will not
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| Code of Conduct | Randi Campbell | | Devry University | 11/29/2009 | | The Code of Conduct clarifies the standards of behavior that are expected of the staff. It gives guidance in areas where staff needs to make personal and ethical decisions. In my past job as a waitress; the number one thing was customer service. We sold the perfect beer and the perfect burger, so we must give next to perfect customer service. Our manager went over the code of conduct with each of the new employees
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duties and responsibilities should be reviewed with the employee and the immediate supervisor. Upon reviewing the job expectations, one can suggest that there should be a discussion about job performance reviews after the first initial 90 days of employment. One can agree that not all employee’s performance will meet the standards of the company. When this becomes an issue, there should be some sort of coaching and/or training to see where the problem lies and what they can do to bring the job performance
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Employment at Will Doctrine Employment relationships are considered “at will” in all U.S. states except Montana. The U.S. is one of a handful of countries where employment is at-will. Most countries throughout the world allow employers to dismiss employees only for cause. Some believe the reasons the U.S. has kept the at-will policy are due to respect for freedom of contract, employer deference, and the belief that both employers and employees favor an at-will employment relationship over
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companies have developed ethical, environmental and sustainability policies for their employees, suppliers, contractors and other stakeholders to follow. This paper will examine PharmaCare’s ethical and social responsibility around its operations, products, and obligation to stakeholders. PharmaCare, a renowned fortune 500 pharmaceutical company listed on the NASDAQ is one of the companies that have all these initiatives in place. It is considered one of the most ethical and social responsible companies
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