Employment-at-Will Doctrine

For example, legislating paid sick days opens the door to abuse by employees. Some employees may use these days as vacation without notifying their employer or a specific reason for their absence. This will often leave employers scrambling to find replacements for absent workers, which can put some small businesses in trouble. Abuse of these paid sick days translates into loss of money for businesses and higher costs for consumers.

that she worked at the magazine, she would gain another three days of paid vacation time

So I haven’t had a vacation in ten years, or since my trip to Harvard! However, I’ll be away taking treatment at hospital, 9-3, Monday - Friday, all next week. Nothing to worry about. Please be nice to the Office Manager during my absence. In general, she is placed in a difficult position: chasing down missing

This affects not just the employee but also the employer. The employee, knowing about this, discourages the staff. This causes poor morale in the workplace and sometimes even employee backlash. These things also create a bad situation for the employer.

My manager informed me that I was getting laid off due to me not being needed anymore and so I was escorted back to the building and had to pack all of my personal stuff and that was that. I was devastated by the uncertainness of my future and family, after about 6 months my family and I lost everything, house, car, and storage. Avoiding Fridays and the day before a holiday or vacation is best because letting an employee go on a Friday gives the employee two days to contemplate his treatment by the company and to look for ways to retaliate. Discharging a person early in the week provides him with an opportunity to focus on the future and begin looking for a new job right away.

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

Employment at will is a law that is present in all fifty states in the US; although, in Montana there requires a stated cause for termination. Employment at will creates dissent among employees when they have been terminated for a cause that is thought to be unsubstantial or when no cause is given. There are pros and cons to the presumption, and employees and employers have different views. Employment at will means that the employer can terminate an employee at any time, for any cause without warning. However, even an at-will employee cannot be terminated because of discriminatory reasons. Employment at will also means that an employee can leave a job at any time without the fear of facing any legal consequences. An employer can also

As a CEO of the organization, I will address my reasoning for my decision. If the employee left the hospital to conduct a personal matter and told George Mann about it, I think that was a good decision to make. However, leaving the premises without punching out, it is considered to be that you’re still on the clock. Sally Carter saw the employee and was unaware of what was going on. Although there is a company policy for employees leaving the premises without punching out, it doesn’t completely explain why the situation has become a bigger issue. I agree with George Mann letting the employee run errands, but I disagree on not clocking out which cause him to lose 2 hours of pay. For George Mann’s position, he will be suspended for not checking

This wasn’t a big concern, but it was hard for me to believe that Meg wouldn’t just take the day off to go to her father’s funeral. I would think if the employees were so close, they would be understanding and force her not to come to work. And this also goes the other way, why wouldn’t Meg announce she has to go to her father’s funeral. It would be one thing if she had a job she could not miss, but I would think the job she has now would allow it and be understanding towards it.

I just wanted you all to be informed that Sandra Adams will be on a temporary leave after today and this will be at least until the end of January. Sandra is in a prime merge of system/companies with her new day job and they will have to work mandatory overtime on the spot. She will need to make herself available for this and she has asked to be removed from the schedule through the end of January. Sandra will update us mid-January with how things look. Julie, Blair, & I discussed this leave of absence yesterday and it was agreed

Employment or labor laws have been developed to facilitate smooth relationship between employers and employees. Employment laws provide rules and regulations that should govern both the employer and the employees in their places of work. Employment laws discuss issues related to child labor, wages and salaries, retirement, working conditions, compensations, incentives and employment benefits among others. The major objective is to ensure the employer does not exploit the employee and on the other hand, the employee honors the terms and conditions of the job as presented by the employer.

There are an unlimited number of reasons that an employee can provide for his or her absenteeism – some under the employees direct discretion, others such as illness or emergency not under the control of the company or the employee.

The aim of this Assessment is to demonstrate an understanding of employment regulation and how it is enforced. Other areas covered include; how to manage recruitment, manage issues relating to pay and working time lawfully and how to ensure that staff are treated lawfully when they at work. Finally it will cover managing performance and disciplinary matters lawfully.

Employment-at-will is a law that stipulate that as long as a employee is not been discriminated he or she can loose their job and any given time. This paper aims to analyze 8 different scenarios and determine whatever or not an employ can lose his or her job based in some behaviors, actions, or inactions that had lead to a somewhat hostile, aggressive, and even disrespectful work environment. At the same time the paper will address the importance of whistleblower police for any organization. While the employment-at-will allows employers to terminate their staff at any moment, at the same time it protect the staff from any type of discrimination.

I can recall a situation at a former employer, where I sent an email to my supervisor asking for the following day off from work. I sent the email early in the morning to give my employer enough time to consider my request. By mid-afternoon, I did not have a response. My supervisor was busier than usual that day, but I sent her another email incase she forgot to reply. I still had no response by the end of the day. I finally approached her and asked if she had a chance to read my email. She then told me she could not approve my request because our office would be short-staffed. I understood the reason but did not understand why she did not respond to my email. I left work that day feeling I was not important enough for her to respond to my email. A simple and quick reply would have