October Inc Case Study

An “at will” employee is an employee who agreed to a contract in which they can be fired at any time, for almost any reason. The law generally presumes that employees are employed at will unless they can prove otherwise.

The employees’ benefits will be granted after a period of 90 days for full time positions at the time of evaluation.

Employment at- will means that either party may terminate the employment relationship at any time and for any reason, unless doing so violates an employee’s statutory or contractual rights.

At-will employment is when an employee can be fired during any point in time for

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Made precedent by Payne vs Webster & Atlantic R.R Co., 81 Tenn. 507, 519-20 (1884). The Employment at will doctrine negates the responsibility of any employer for terminating an employee at any time, with or without just cause. The employment at will doctrine, does not only grant rights to an employer. The employee in return is also legally just, and "allowed to leave a position or job at any time, without reason void of any legal consequences. (Halbert & Ingulli, 2012) The law states that unless an employee and their employer have a contract specifying a term that the contract can be terminated for any reason. Additionally, an employer is allowed to increase or decrease wages and also can change their rules and policies which govern their workplace.

The Company can terminate my employment at any time without cause. Terms of my employment may be altered or changed at any time without cause. No member of the Corporate Office or the Company can change this at-will policy any time.

To ensure that an employee is capable of meeting established expectations in a timely manner, companies should implement an onboarding process that is to be completed within the employee’s probationary period. Most companies have either an informal onboarding process or a fragmented formal program that is oftentimes not fully implemented as intended. It is my recommendation that an organization creates and/or consistently implements an onboarding process for all new hires that outlines company-wide expectations and is customizable to specific

While attending a graduation at Webb Institute, a former classmate of mine, now an employee at BBY, invited me to work with them for the summer. My employment is scheduled to begin on July 5th, 2016. The basis was a standard 40 hour work week, and

To have employed one salesperson, one sales support person and one driving trainer within 12 months and have them fully trained within 14 months.

Current Recruitment Process. Currently, there is no investment in the recruitment and retention efforts at Hardinge Inc. The machinist job and comparable roles are the critical jobs the company is trying to recruit. The skilled labor force is transient in the industry where the average annual salary for a machinist is just $40,880, making it economically unfeasible for individuals to move for these jobs (Bureau of Labor Statistics, 2015). In order to fill vacancies, management relies on external partnerships with temporary staffing agencies, vocational schools and community colleges to attract skilled labor (Tifft, 2015). The current recruitment and selection process employed by Hardinge Inc. lacks key steps and activities as defined by Cascio for the recruitment process to be effective in filling vacant positions (2012, p. 202). The current process is limited to screening and selection through an external candidate pool derived through a Pre-Employment Training program (PETs) and placement of hires through an informal process (see Figure 1) (Cascio, 2012, p. 298). The lack of job analysis, strategic workforce planning, training and performance

Hyper-tech Solution is a company that deals with computer hardware and software. It distributes goods and services in the local and international market. I am the Director of the HR Department in this organization. My duties as a director are overall administration, development, and evaluation of human resources (Cushway, 2011). I am also responsible for ensuring that the organization is diverse and follows all employment laws.

Employment at Will law is highly relevant to the Personnel Planning functions of Human Resources Management. Personnel Planning sometimes involves the termination of competent and otherwise desirable employees due to financial or organizational challenges coming from the employer's side. In at-will employment relationship, the employer and employee agree at the outset that the employer may terminate the employment relationship for any time at any reason. In the case of at-will employees, employers are not required to show "good cause" for termination, meaning that they do not necessarily have to prove that the employee did anything to deserve termination.

An At-will employment relationship can be terminated at any time, with or without reason or notice by either the employer or the employee. This at-will employment relationship exists regardless of any statements by office personnel to the contrary. Only [enter authorized person’s name] is authorized to modify the at-will nature of the employment relationship, and the modification must be in writing.

As part of the hiring smart philosophy, orientations can be simple to prepare and conduct. All it really takes is planning. It actually begins at the point of hire when the offer is first presented. The offer letter can include a welcome and a brief overview of benefits, time to report, who to report to and what to expect the first day, week and follow up months. By only making sure the new employee is listed on the company schedule and in the phone system can make the first impression very favorable.