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Appraisal of the employment-at-will doctrine

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Using the case: "Two Tough Calls (A)" (Harvard Business School case, no. 9-306-027) by Joseph L. Badaracco, Jr. address the following:

1. What's your appraisal of the employment-at-will doctrine?
2. Given this doctrine, what responsibilities does the manager in the case have to get Terry and Phil?
3. As the manager in the case, how would you handle these two decisions?

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1. What's your appraisal of the employment-at-will doctrine?
2. Given this doctrine, what responsibilities does the manager in the case have to get Terry and Phil?
3. As the manager in the case, how would you handle these two decisions?

Please be in detail...at least 7 sentences so I can understand.
APA format

See Attachment-Case Study
1) What's your appraisal of the employment-at-will doctrine?
The employment-at-will (EWA) doctrine indicates that the employer has the right to terminate the employment contract at any time, for any reason, or for no reason. However, recent rulings suggest that some courts have carved out exceptions to the employment-at-will doctrine when the discharge violated an established public policy. This may be due to the employee being discharged in retaliation for insisting that the employer comply with the state's food and drug act or for not filling workers ...

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The solution discusses the appraisal of the employment-at-will doctrine.

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Employee Rights & Safety - HR Law

Please provide some good examples, guidance and information on employee rights and safety.

Part I
Which of the major HRM functions, namely Recruitment, Selection, Training and Development, Appraisal, Compensation, and Personnel Planning, might be affected by each? How are they affected (explain)? Drawing on your personal experience or your research and reading, provide specific, real-life, private sector examples (including employer names).

Part II
Situation:
You have a friend in California who has just lost his job in a layoff along with 98 other employees in the same private sector company. Company administrators told him that he was included in this most recent layoff because he refused to take a lie detector test concerning some drugs that were found in his company locker. He also refused to take a drug test because he was afraid that a false positive would result in the state child protection agency taking away custody of his children. Discuss the legal ramifications of this situation. Discuss how the Polygraph Protection Act or Worker Adjustment & Retraining Notification Act, or any privacy laws, safety laws, or state drug testing law(s) may or may not apply.

Part III
Discuss what is meant by employment at will and how it affects HRM systems, processes and procedures.
I also need the examples shown in executive summary.

Thank you.

Useful Links:
http://topics.hrhero.com/fair-credit-reporting-act-fcra/#
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http://topics.hrhero.com/genetic-information-nondiscrimination-act-gina/#
http://expertscolumn.com/content/human-resource-management-nature-scope-objectives-and-function
http://topics.hrhero.com/immigration-reform-and-control-act-irca/#
http://topics.hrhero.com/occupational-safety-and-health-administration-osha/#
http://topics.hrhero.com/userra-uniformed-services-employment-and-reemployment-rights-act/#
http://topics.hrhero.com/warn-act-layoff-notice-laws/#
http://topics.hrhero.com/drug-testing-and-alcohol-testing-of-employees/#
http://topics.hrhero.com/privacy-laws-for-employees-and-employers/#
http://www.dol.gov/compliance/laws/comp-eppa.htm#pagecontent

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