Vandalay Case Summary
1. Issue:
Mabel has been working at Vandalay Industries for over 40 years. During her time working there she has always had excellent evaluations and received multiple pay raises, she also received the Employee of the Year award in 1989. Last week she was given a job termination notice effective in two weeks. The issue is whether Mabel can be terminated without just cause.
Rule:
Employment-at-will is, “Being an at-will employee means that your employer can terminate your employment at any time for any cause –with or with out notice” (At- Will Employee).
Application:
Mabel was at Vandalay Industries over 40 years, over that time frame it is possible many policies and procedures were changed to reflect the changing times. It is possible that having all the employees become at will employees is possible.
Conclusion: …show more content…
Vandalay has the right to terminate anyone at anytime without any cause.
2. Issue
Ruby recently applied for a promotion at Vandalay Industries and on her job interview with Hugo, he stated, “Ruby you would definitely get the job if you were my girlfriend” he then asked her out on a date which she refused. The issue is whether Hugo was sexually harassing Ruby.
Rule:
There are two different types of sexual harassment: “Quid Pro Quo: Sexual harassment that occurs when a supervisor or one in an authority position requests sex, or a sexual relationship, in exchange for not firing or otherwise punishing the employee, or in exchange for favors, such as promotions or raises” (Sexual Harassment).
Application:
Based on the definition of sexual harassment, what Hugo said to Ruby, telling her she would definitely get the promotion if she were his girlfriend, was indeed sexual harassment. By making Ruby his girlfriend, Ruby would have been awarded the promotion she was seeking.
Mabel has been working at Vandalay Industries for over 40 years. During her time working there she has always had excellent evaluations and received multiple pay raises, she also received the Employee of the Year award in 1989. Last week she was given a job termination notice effective in two weeks. The issue is whether Mabel can be terminated without just cause.
Rule:
Employment-at-will is, “Being an at-will employee means that your employer can terminate your employment at any time for any cause –with or with out notice” (At- Will Employee).
Application:
Mabel was at Vandalay Industries over 40 years, over that time frame it is possible many policies and procedures were changed to reflect the changing times. It is possible that having all the employees become at will employees is possible.
Conclusion: …show more content…
Vandalay has the right to terminate anyone at anytime without any cause.
2. Issue
Ruby recently applied for a promotion at Vandalay Industries and on her job interview with Hugo, he stated, “Ruby you would definitely get the job if you were my girlfriend” he then asked her out on a date which she refused. The issue is whether Hugo was sexually harassing Ruby.
Rule:
There are two different types of sexual harassment: “Quid Pro Quo: Sexual harassment that occurs when a supervisor or one in an authority position requests sex, or a sexual relationship, in exchange for not firing or otherwise punishing the employee, or in exchange for favors, such as promotions or raises” (Sexual Harassment).
Application:
Based on the definition of sexual harassment, what Hugo said to Ruby, telling her she would definitely get the promotion if she were his girlfriend, was indeed sexual harassment. By making Ruby his girlfriend, Ruby would have been awarded the promotion she was seeking.