Employment-At-Will Doctrine And Evaluating Eight Scenarios
Employment-At-Will Doctrine
ME ME
Legal 500
Professor Grey
May 4, 2014
Abstract
This paper will summarize the employment-at-will doctrine and evaluate eight (8) scenarios. In the scenarios, I will determine whether the employee can be fired for certain actions and what action should be taken to limit liability on operations. I will specify each theory that best supports my decision. I will also decide whether or not to adopt a whistleblower policy. I will also include three (3) fundamental items that should be included in the policy.
Employment-At-Will Doctrine The Employment-At-Will Doctrine is a law in certain states that basically means employers can fire employees for no reason at all. “Employment-At-Will gives employers broad discretion to fire employees “for a good reason, a bad reason, or no reason at all””(Halbert & Inguilli, 2012). There are certain exceptions to this rule, which will be discussed later in this paper. “An at-will employee can be fired at any time, for any reason (except for a few illegal reasons, spelled out below). If the employer decides to let you go, that 's the end of your job--and you have …show more content…
The three fundamental items I would include in my police are: clarity, confidentiality and common goals. Clarity should consist of a written whistleblower policy that should be communicated to the organization. It should clarify what will be not be tolerated by any of its employees. It should state how complaints should be handled. Confidentiality consists of encouraging employees to participate and informing them it will be on a confidential basis. The employees should know there will be no retaliation for submitting a complaint. Common goals consists of informing the employees that the policy applies to all employed at the company (Greenfield,
ME ME
Legal 500
Professor Grey
May 4, 2014
Abstract
This paper will summarize the employment-at-will doctrine and evaluate eight (8) scenarios. In the scenarios, I will determine whether the employee can be fired for certain actions and what action should be taken to limit liability on operations. I will specify each theory that best supports my decision. I will also decide whether or not to adopt a whistleblower policy. I will also include three (3) fundamental items that should be included in the policy.
Employment-At-Will Doctrine The Employment-At-Will Doctrine is a law in certain states that basically means employers can fire employees for no reason at all. “Employment-At-Will gives employers broad discretion to fire employees “for a good reason, a bad reason, or no reason at all””(Halbert & Inguilli, 2012). There are certain exceptions to this rule, which will be discussed later in this paper. “An at-will employee can be fired at any time, for any reason (except for a few illegal reasons, spelled out below). If the employer decides to let you go, that 's the end of your job--and you have …show more content…
The three fundamental items I would include in my police are: clarity, confidentiality and common goals. Clarity should consist of a written whistleblower policy that should be communicated to the organization. It should clarify what will be not be tolerated by any of its employees. It should state how complaints should be handled. Confidentiality consists of encouraging employees to participate and informing them it will be on a confidential basis. The employees should know there will be no retaliation for submitting a complaint. Common goals consists of informing the employees that the policy applies to all employed at the company (Greenfield,