Formative Assessment Activities
Formative Assessment Activities
HRM/546
Formative Assessment Activities
Employment-At-Will is a concept that this student has had to explain numerous times in her career. Many employees in “at will” states believe they have no rights to question their termination when it is wrongfully executed. This leads to fear from the employees. Worse there are employers who believe the “at will” laws still allow them to fire or layoff at any time for any reason. In order to better understand this concept, this student will examine two (2) companies that she worked for in the state of Maryland. In order to protect the companies identities this student will call them Fast Food Franchise, Inc (FFI) and Entertainment Lighting Company (ELC).
Applications and Understandings
How is employment-at-will applied these organizations? FFI employs many under educated individuals or those that are still in school. ELC employees lighting specialists that deal exclusively with the entertainment industry and highly educated professionals. While working for FFI this student witnessed sexual harassment, retaliatory dismissals and wrongful terminations. FFI did not change their practices until they lost over a half-a-million dollars in an EEOC case. ELC’s human resources manager is cognizant of the laws, she educates the employees and ensures that management, even the owner follows all relevant laws.
To what extent do the exceptions to employment-at-will limit its application? This student recognizes that in an organization which fully understands the laws there are no limitations presented by the exemptions. ELC is a company that wants its employees to feel that they are desired, wanted and that they are family. While this student testified in the EEOC case against FFI the owners more than once pointed out that Maryland was an “at will” state and that even if the manager had committed sexual harassment they could fire at will. They felt the trials were unfair and unfounded.
HRM/546
Formative Assessment Activities
Employment-At-Will is a concept that this student has had to explain numerous times in her career. Many employees in “at will” states believe they have no rights to question their termination when it is wrongfully executed. This leads to fear from the employees. Worse there are employers who believe the “at will” laws still allow them to fire or layoff at any time for any reason. In order to better understand this concept, this student will examine two (2) companies that she worked for in the state of Maryland. In order to protect the companies identities this student will call them Fast Food Franchise, Inc (FFI) and Entertainment Lighting Company (ELC).
Applications and Understandings
How is employment-at-will applied these organizations? FFI employs many under educated individuals or those that are still in school. ELC employees lighting specialists that deal exclusively with the entertainment industry and highly educated professionals. While working for FFI this student witnessed sexual harassment, retaliatory dismissals and wrongful terminations. FFI did not change their practices until they lost over a half-a-million dollars in an EEOC case. ELC’s human resources manager is cognizant of the laws, she educates the employees and ensures that management, even the owner follows all relevant laws.
To what extent do the exceptions to employment-at-will limit its application? This student recognizes that in an organization which fully understands the laws there are no limitations presented by the exemptions. ELC is a company that wants its employees to feel that they are desired, wanted and that they are family. While this student testified in the EEOC case against FFI the owners more than once pointed out that Maryland was an “at will” state and that even if the manager had committed sexual harassment they could fire at will. They felt the trials were unfair and unfounded.