Legal Risk and Opportunity in Employment

Legal Risk and Opportunity in Employment

April 14, 2010

University of Phoenix

Business Law: Law/531

Pat Grey picked up and relocated to another realm of the United States for employment purposes with NewCorp. Taking his wife and children along with him, he decided to accept a position with NewCorp. NewCorp had offered Grey a managerial position where he was given the duty to manage over 50 employees. Grey and his team were responsible for the leasing department of NewCorp. Relocating for his job was important and the last thing that would cross his mind to ever happen, did. After working for this company for only 90 days, Grey had been let go. His relocation involved his wife having to quit her job as well as them buying and selling their home. He'd been let go after giving that all up to work at NewCorp, which was 300 miles away from where he originally resided. This had been very confusing to Grey. After all, how could he be let go after having been on the job for just three months? That is the issue at hand here. It will be thoroughly explored.

Grey thought everything seemed to be just fine on the job. How could he be discharged? What was going on? There were no signs of trouble at NewCorp. Upon being hired at any company, employees are given an employee handbook. The handbook serves as a set of guidelines that the employe can refer to while on the job. It also serves as an agreement, which outlines what is expected of the employee from that of the employer. The handbook/manual that Grey was given specifically outlined that “if the job performance of an employee is unsatisfactory, the employee needs to be notified of the deficiency and placed on a Corrective Action Plan. If the employee performance does not improve to a satisfactory level within the specified period of time, termination needs to follow (UOP).”

This Notice of Unsatisfactory Performance was clearly disregarded by NewCorp. This is an apparent legal encounter...