Leg 500 Assignment 1

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Employment-At-Will Doctrine Tonesha Gadson Strayer University Law, Ethics, and Corporate Governance (LEG 500) Professor Augustine Weekley July 21th, 2012 Abstract Traditionally, companies in the United States have possessed the right to terminate their employees at will for any reason, be it good or bad. The Employment-At-Will doctrine encompasses all employees who are not safeguarded by express employment contracts that state that they may be discharged only for good cause. "Good cause" constraints are typically a part of collective bargaining agreements negotiated by employee unions; nonunion workers rarely have this form of protection. The Employment-At-Will…show more content…
In addition to her disagreement with the company, she acknowledged that she was aware of the Employment-At-Will doctrine and is aware of the repercussions of it. By illustrating and explaining the company policies to her and giving her fair warning while attempting to assist with issue resolution on her part, I would be avoiding the chance of liability on my end. Jennifer could be terminated legitimately with the Employment-At-Will doctrine in mind and no legal inference would be identified since this will show that she was not wrongfully discharged and also prove that her ire is not beneficial to society (Halbert and Ingulli, 2012). Step 3: Describe what steps you would take to address the following scenario involving labor and laws Based on the exceptions to the Employment-At-Will doctrine with this situation, I would not be able to give notice to Jennifer. Based on the Federal Civil Rights laws set in 1960, there are remedies against employers who fire workers because of their race, national origin, color, religion, sex, age, or disability (Halbert and Ingulli, 2012). Jennifer was off from her job duties to observe a religious holiday. If Jennifer was denied time off on the day in question (while allowing others to be off for Christmas), she would clearly view this
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