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Termination of Employees

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You are a member of the management team at your place of employment. You have been tasked to create a policy for the termination of employees "for just cause." What specific components would you include in your termination policy? Why?

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Termination of Employees

'For Just Cause' can be defined as, "If an employee has been guilty of serious misconduct, habitual neglect of duty, incompetence, or conduct incompatible with his duties, or prejudicial to the employer's business, or if he has been guilty of wilful disobedience to the employer's order in a matter of substance, the law recognizes the employer's right summarily to dismiss the delinquent employee" (Hacault, Olson, & Beaumont, 2009).

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Solution Summary

The 'for just cause' of termination of employees is discussed. The main components have also been discussed.

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Wrongful Termination of an Employee

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Wrongful termination of an employee is a frequent complaint filed with the Equal Employment Opportunity Commission (EEOC). To avoid a finding of wrongful termination, organizations must develop policies and procedures that ensure that proper steps are taken that are consistent with regulations and laws. Providing senior leaders with information that is critical to effectively mitigate potential liability is a critical role for HR.

Research the legal issues associated with terminating employees, and prepare an executive-level paper that addresses the issue of wrongful termination, including the following:

Identify the duties and rights of the parties in an employment contract as well as the liabilities of each in the event of noncompliance.
What is the EEOC's responsibility and process for determining wrongful termination?
Define employment-at-will.
List the policies and procedures you would recommend organizations issue to prevent cases of wrongful termination.

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