Employment-at-Will

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Date Submitted: 11/13/2012 03:06 PM

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Employment At- Will Doctrine

Baidaa Khan

LEG500008TX085

Oct/23/2012

As a manager and supervisor of an accounting department, discuss the following issues

related to the employment at-will doctrine and liability of an employer based on actions and

responses to the employee’s behavior and actions. Jennifer, a recent graduate, has recently been

hired by your accounting firm out of college . Upon being hired, she engages in a number of

different behaviors that need you attention.

The first scenario is as follows: 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 unable to use the computer tools to be productive and efficient in

completing the required tasks.

Based on the employment at –will doctrine, in United State including Virginia State, the firm

is legally allowed to terminate her employment. Even if they specified that an employee would

only be terminated “for not doing their job successfully” (NCSL Home, 2012), they would still

have legal right. Documentation is very important when an employee is not performing their

job functions as agreed upon. The supervisor should document instances when things were not

done to company standards, and make certain that the instances are brought to the employee’s

attention as well. Verbal warning, as well as written warnings with both the employee and

supervisor signatures are necessary documentation to prove grounds for dismissal.

Because of the nature of the position, Jennifer has the ability to cause a lot of problems.not

just for her employer but for their clients as well. Based on her college education, and the

training and support provided by the employer, she is expected to do her job effectively and

efficiently. Notes from her...