The Employment at Will Doctrine

2337 Words9 Pages
Doctrine liability employer based actions responses employee's behavior actions Introduction The employment at will doctrine has always been a difficult matter to comprehend and America is the only country that practices it. Other countries such as Japan, Great Britain, Italy, Canada, Sweden and France all have mandatory provisions that make it a requirement that employers must have a good reason for any termination of an employee. In the United States from the beginning of 1980s, the doctrine came under immense challenge as the employees felt dissatisfied with the doctrine. This is because they felt that they were more often discharged unfairly despite years of hard work in a company. This led to three exceptions being made to the doctrine that saw the number of employment fall between 2% to 5% that year. These exceptions are; 1. Where there is a breach of contract by an employer, 2. Where there is a breach of a covenant of Good faith and fair dealing, 3. Where the employer violates a public policy, which is part of a government policy (Sentell & Robbins 2008). Body Describe what steps you would take to address the following scenario involving skills, competence, and abilities: The employee seems to be unable to learn the computer applications that are basic to her job responsibilities, but, consistently "tells" her boss that she is "a good worker and a genius" and that he does not "appreciate her". Even after a few months of training and support, she is
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