The Impact Of Title Vii Laws And Common Laws

1151 WordsApr 3, 20175 Pages
suggests companies take another approach. For instance, the impact of Title VII laws, and common laws along with fraudulent inducement, promissory estoppel, and or constructive discharges have all sufficed to erode the power of the At- Will employment doctrine. Furthermore, employees would benefit from uniform written employment policies by clearly understanding the companies tolerance toward unacceptable workplace behavior. A clearly written handbook that does not imply that employment is life long, but instead states that the company follows an At-will Employment policy sends both a strong and unambiguous message that terminations can and will occur under specific circumstances. While employees may not want a workplace that follows…show more content…
In addition, businesses should offer an example of a blog that would bring about justifiable cause for termination. Support from human resources in this way can assist in avoiding the high cost associated with employee turnover. Terminations and disciplinary actions that are related to the blogging of negative ethical issues through social networking possibly could be avoided also. Valentine, (2010) The ability to measure the effectiveness of a combined At-Will Employment doctrine that is accompanied by a strong employee termination policy is important. Measuring the new policies and how they reflect the impact of both federal and common law on the doctrines coverage is very noteworthy. Consequently, organizations can proficiently measure the return on their investment for the cost of adjusting their termination policies pretty easily. When companies minimize turnover by reducing terminations, and in particular decreasing wrongful terminations they are ahead of the game. The power of the At-Will Employment doctrine is frequently being questioned. In one example of a wrongful termination lawsuit, the At-Will Employment Doctrine is being examined in regards to the impact of the Title VII federal law and how it applies to males as caregivers. In this litigation the plaintiff Mr. Ayanna is a lawyer who is also the husband of an ill wife. Mr. Ayanna took a leave of absence from his private law firm using
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