Read the Chapter 1-1 Case: "Welcome to the World of 21st Century HRM". Once you have read the case, answer the questions that follow the case text. I have reprinted the questions below to assist you in your answers. You can answer these questions and then “save as” your “username_assignmentname”. For example, if I answered the questions I would then save the case as “jrh4_Case1-1” without the quotation marks. Make sure that you save the file in .DOC(or .DOCX) format. Once you have answered the questions to your satisfaction and saved this document as noted above into a Word document, go to the Blackboard Assignment page for this case and click on “Add Attachments” and upload your file. 1. Does Angie have a right to …show more content…
She should consider that the comment she is making will hurt the company not necessarily herself. Businesses are looking for honest individuals that will help the company grow not bring them down. If they fell that constant harm is being done then in turn they can let that person go. 3. What if she gave out confidential information about new products or services? Sharing confidential information about the company you work for definitely something you have to be careful about. Most companies when an employee is given access to that type of information will have agreed to a written right in their employment contract. If that contract is broken then it is definite grounds for termination. 4. Is it legal for the company to terminate an employee because of something they did away from work? If it jeopardizes the company in any way then the company has a right to terminate that employee. If what you do in your own time affects your work ethic then it is no longer “your time”. 5. If it is legal for the company to terminate an employee for something they did on their own time, in what circumstances would this be legal? For example: * Would it be legal for the company to terminate an employee because the employee campaigned for a politician who was writing legislation that would harm the interests of the company? No, this would not have any
An employee can be legally fired at any time for any reason, unless they are being discriminated against (depending on the state), or if the firing is in retaliation, or if the firing goes against a
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However, the ruling in this case and others like it prove that employers can, in fact, be bound by articles written in an employee handbook when disciplining or discharging an employee. An abysmally written handbook can greatly jeopardize an employer’s right to terminate at will. Trends show that courts are increasingly acknowledging enforceable promises in the past employment practices of firms, in employer handbooks and in oral commitments. In addition to including an at-will disclaimer in employee handbooks, employers should also require employees to sign an acknowledgment confirming that they understand and agree to employment-at-will and that at-will employment can at any time be modified by a written agreement. Personnel manuals should explicitly state that the employer reserves the right to terminate employment at will. All written policies should also be free of any language that could be considered as a guarantee of job security. To be sure that these common pitfalls are avoided employers must retain the service of a labor attorney to draft and air-tight employee manual and acknowledgment
Type your answers on this form. Click “Save as” and save the file with the assignment name and your last name, e.g., “NR305_Milestone1_Form_Smith” When you are finished, submit the form to the Milestone #1 Dropbox by the deadline indicated in your guidelines. Post questions in the Q&A Forum or contact your instructor if you have
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The company has the right to terminate an employee as long as the termination does not discriminate or
5 _____ refers to an employment relationship between an employer and an employee, under which either party can terminate the relationship without notice for any reason not prohibited by law.
2. How to ensure that the dismissals are fair and the importance of this to both the employer and employee.
1. What is the legal issue in this case? Linda Dillon appealed her case against her employer, Champion Jogbra, on the grounds of wrongful termination. The company’s progressive policy for disciplinary action was not applied. Therefore, Dillon makes her claim that her at will status was modified according to the employee handbook and practices. Employee’s handbook should be written clearly and reviewed by legal experts (Walsh, 2010). Champion Jogbra countered that Dillon was an at-will employee and she could be terminated at any time. Dillon also, argues against that the
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 to Due Process. In contrast, EAW is defended by Richard Epstein in his article “In Defense of the Contract at Will”. In my paper, I will attempt to develop my argument in favor of Employment at Will that could improve flexibility and efficiency of
What if the employer dismissed an employee without following some procedures proscribed by the contract? The case of Gunton v Richmond-upon-Thames London Borough Council (1980) provided an answer on this matter, “if the contract
Based on facts and legal laws, the judge can look over the evidence and rules and make a decision. The employment-at-will doctrine clearly states that the employer can fire the employee at any time for any reason. There are many exceptions to the employment-at-will
The essence of the public-policy exception is that an employee will have a cognizable claim for wrongful discharge if the discharge of the employee contravenes a clear mandate of public policy. Claims for wrongful discharge under the public-policy exception have included termination of employees for: (1) refusal to participate in illegal activity, (2) the employee's refusal to forsake the performance of an important public duty or obligation, (3) the employee's refusal to forego the exercise of a job-related legal right or privilege, (4) the employee's "whistleblowing" activity or other
If it is proven that the employee was caught stealing or if investigations reveal they were involved in theft during the course of their work, a just cause dismissal may be justified. It is, however,
The “good faith” exception states that employers may only terminate an employment relationship based on good faith. Terminations based on bad faith or terminations motivated by malicious intent are thereby prohibited with this exception. Susan and the Human Resource Department need to investigate Phil’s personal vendetta against Susan’s boss to assure that a bad faith claim cannot be claimed in case of employment separation.