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Employment-At-Will Doctrine.

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Evaluated three scenarios described by determining the primary action(s) that you should take to limit liability and impact on operations; thoroughly specified which ethical theory best supports your decision.

1-John posted a rant on his Facebook page in which he criticized the company's most important customer.
2-Anna's boss refused to sign her leave request for jury duty and now wants to fire her for being absent without permission.
3-Bill has been using his company-issued BlackBerry to run his own business on the side.

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Employment-At-Will Doctrine is examined by the expert. The expert determines the primary actions that should be taken to limit liability and impact on operations.

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1-John posted a rant on his Facebook page in which he criticized the company's most important customer.

Legally, the National Labor Relations Act (NLRB) of 1935 protect employees' right from getting fired for posting collective bargaining comments on social medias like Facebook and Twitter for example ("NLRB and Social Media," 2015). However, NLRB Act only protects two or more employees of the same company who post comments relating to collective bargaining on social medias ("NLRB and Social Media," 2015). In John's case, he would not be covered under NLRB if he is the only employee who criticized the company's most important customer on his Facebook with any other employee or more employees' (from the same company) supporting his Facebook comment for collective ...

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