At-Will Employment Doc

Employment-At-Will Doctrine

Michael Clark

Professor Weekley

LEG 500

October 28, 2012

There are several aspects of the “At-Will Employment doctrine”. In our first scenario I will discuss the competence, skills and abilities of our new accountant Jennifer. After reading this scenario I believe that this firm is well within their rights to terminate her contract under the At Will doctrine. Maintaining documentation on all of your employees is very important especially when an employee is not performing up to their potential as agreed by both parties (Feinman, 1976). I would treat this situation the same way I did while I was in the military. As her supervisor I would have to document everything that I saw was wrong with her performance and let her know of the documentation that has been written and counsel Jennifer on ways that she can improve (Feinman, 1976). This way when and if it came time to discuss her release from our company, I could show that this employee had been counseled of her performance and things she could do to better her performance. The important part of this action should be that I make sure that both of our signatures are present and visible on all of this paperwork because without it this documentation means nothing which I will need to justify the grounds for Jennifer’s dismal.

I would assure Jennifer that I do appreciate her being a good worker but if she’s unable to learn the skills needed to use the computer programs to be productive and efficient, something her job requires, then at the end of her probation period if she still hasn’t learned the necessary skills we would have to terminate her contract. I would then remind her that at the start of her hire, the job description states that she must have these skills in order to perform her duties in this position. I find it amazing how some employees don’t realize how much some supervisor are really trying to save their job, but it is...