International Employment Relations Review‚ Vol. 8‚ No. 2‚ 2002 49 WHAT IS EMPLOYMENT RELATIONS? Peter Slade University of the Sunshine Coast This article examines the question as to whether or not a new paradigm of employment relations is emerging. In doing so‚ it examines the nature of ideologies‚ and argues that the specific adoption of pluralism and the joining of Industrial Relations and Human Resources Management as a prerequisite to the evolution of a new field of enquiry is misplaced. It
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Employment at Will Angeline Berleus Hodges University MNA 4400 Professor Ron Harbour Date Due: April 4‚ 2012 Date Submitted: April 4‚ 2012 Abstract This student has discussed the advantages the employment at will clause has on employees. However‚ this student believes there have been very little research has been done on the impact of Employment at will clause has had on employers. The question here is how does at will clause impact both employees and employers? This paper will review several
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Employment-at-will (EAW) is a principle that allows employees and employers to terminate the employment relationship with any reason or no reason in cases where no matters of union‚ legal statute‚ public policy or contract reign.1 Since its inception‚ EAW as a principle has allowed employers to terminations without remedy‚ even in cases against public policy.2 Modern developments to this principle have caused employers to work within common law to combat potential litigation by removing the representation
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Employment-at-Will Exceptions Paper University of Phoenix HRM 546 November 1‚ 2011 Introduction
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Employment-at-will Obviously‚ incomplete are not only an issue for economists investigating the efficiency of transactions. It also imposes a problem in legal conflicts over employment contracts. In some typical cases‚ US American judges often resort to the „employment at will“ principle. Write a short essay (not more than one page) on 1) what this principle means‚ The employment-at-will doctrine avows that‚ when an employee does not have a written employment contract and the term of
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Employment at Will When we are dealing with the employment relationship between employers and employees‚ ethical issues are most likely to emerge. Especially‚ if a manager fires a worker without a proper reason‚ critics will follow this employer’s behavior. In Patricia Werhane’s paper‚ “Employment at Will and Due Process”‚ discusses two doctrines which are Employment at Will (EAW) and Due Process. It also addresses some justifications and objections for EAW‚ and shows Werhane’s supportive view
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http://www.law.cornell.edu/wex/employment-at-will_doctrine This refers to the presumption that employment is for an indefinite period of time and may be terminated either by employer or employee. This is the historical approach that courts have taken in interpreting employment relationships. Given the unequal bargaining power between employees and employers‚ critics of this doctrine have noted its overly harsh results and have looked to unions‚ acting as certified representatives of employees‚
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Employment-at-Will Eric Tompkins Prof. James Vricos LEG500 - Law‚ Ethics‚ and Corp. Governance 24 January 2013 Strayer University As a manager and supervisor of an accounting division‚ examine the following issues in relation to the employment-at-will doctrine and responsibility of an employer based on actions and responses to the employee’s conduct and actions. Jennifer‚ a recent graduate‚ has recently been hired by your accounting firm out of college. Upon
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LEG 500 Law‚ Ethics‚ and Corporate Governance Assignment 1 Employment-At-Will Doctrine Cynthia Gomez Professor Natalie Stratis-Malak October 28‚ 2012 1. Describe what steps you would take to address the following scenario involving skills‚ competence and abilities. The following steps that would be taken to address when an employee seems to be unable to learn the computer applications that are basic
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by Malescowski and the Company and the Reasons for These Issues. Jim Malescowski is the president of the Wisconsin Specialty Products Division of Lamprey‚ Inc. He has been tasked by the company’s Chief Executive Officer‚ Jack Ripon‚ to determine what the operational cost of moving the company’s plants located in Oconomo‚ Wisconsin to Mexico. High labor costs are a significant reason the plant is no longer cost effective to operate. The union employees in Oconomo average $16 per hour while the
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