Employment At Will Doctrine Essay Example | Topics and Well Written Essays - 1250 words

Employment At Will Doctrine - Essay Example Under Employment-at-Will doctrine, the employer has the free will of terminating an employee’s contract term or erasing the employment terms with or without substantial grounds to do so. This is always effective and applicable provided the employee does not belong to any rights movement. The employee lacks the requisite expertise to respond competently to her duties and responsibilities. The organization has tried its best in putting her through further training in order for her to gain enough skills to enable her to do her work yet she cannot perform in a way that fulfills her responsibility. As a manager, the most important decision that is in the best interest of the company is to relieve her of her duties since she has even failed to benefit from the support and training the company has given her. She has failed to comply with the competency of her position.The fact that she knows and understands her rights does not entitle her to be irresponsible to undertake her duties d uly and as required by the policies, rules, and regulations of the company. According to the employment rule and liability, an employee ought to be responsible for her actions and be responsible for the duties she has been assigned. It is important to outline that all employees are flexible to corrections of their mistakes as observed by the management and other employees. As a manager, under the employment-at-will doctrine, I have the responsibility to terminate her employment with or without any reasonable ground to do so.... Employment-at-Will doctrine, the employer has the free will of terminating an employee’s contract term or erasing the employment terms with or without substantial grounds to do so. This is always effective and applicable provided the employee does not belong to any rights movement. In this case, the employee lacks the requisite expertise to respond competently to her duties and responsibilities. The organization has tried its best in putting her through further training in order for her to gain enough skills to enable her to do her work yet she cannot perform in a way that fulfills her responsibility. As a manager the most important decision that is in the best interest of the company is to relieve her of her duties since she has even failed to benefit from the support and training the company has given her. She has failed to comply with the competency of her position and job capacity (Cihon, 2008). Case Two The fact that she knows and understands her rights does not entitle h er to be irresponsible to undertake her duties duly and as required by the policies, rules and regulations of the company. According to the employment rule and liability an employee ought to be responsible for her actions and be responsible for the duties she has been assigned. It is important to outline that all employees are flexible to corrections of their mistakes as observed by the management and other employees (Twomey, 2010). As a manager, under the employment-at-will doctrine I have the responsibility to terminate her employment or contract with or without any reasonable ground to do so. In this case, the employee appears defiant, and threatens the top management with her acknowledgement and awareness of her rights (Twomey, 2010). There is enough ground to prove that the employee has