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

Employment At Will Doctrine - search ExampleUnder Employment-at-Will doctrine, the employer has the free will of terminating an employees beat term or erasing the handicraft scathe with or without substantial grounds to do so. This is always effective and applicable provided the employee does not hold out to both(prenominal) 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 with further training in order for her to gain enough skills to enable her to do her work thus far she cannot perform in a way that fulfills her responsibility. As a manager, the near primal 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 project and training the company has given over her. She has failed to comply with the competency of her position.The fact that she knows and understands her rights d oes not entitle her 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 delimit that all employees are flexible to corrections of their mistakes as observed by the management and new(prenominal) 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 employees 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 respon sibilities. 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 dickens The fact that she knows and understands her rights does not entitle her 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 th e 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 cognisance of her rights (Twomey, 2010). There is enough ground to prove that the employee has