Employment -at- will involving skills, competence, and abilities.
Employers should ensure their employees are equipped with the right training to perform their job on a daily basis. This increases the employee’s confidence and their moral, in order to do their job, to meet the standards of the department. Basic new hire training might not always be sufficient for some employees. The employee may also need side by side training, with one of the department’s core employees, to demonstrate the job correctly, as well as to inherit the right behaviors. This should increase productivity and profit for the company. The employee also has a responsibility to their employer, to take all training ...view middle of the document...
(Halbert and Ingulli, 2010) If, an employer has treated this employee fair and has been consistent with the employee, the employee at will doctrine should be implemented. Employees not meeting the standards of the job tend to pull others down around them, which ultimately interferes with team goals and productivity.
In the 1960s, the federal civil rights law created ways to safeguard employees from being fired due to race, national origin, color, religion, sex age or disability. (Halbert and Ingulli, 2010) When an employee is not able to learn their job or is performing poorly, without allowing any of the 1960’s employee safeguards entering in to make the final judgment, to fire an employee they should have the right to enforce the employment at will legal rule.
Employment- at- will – involving management, behavior and performance.
When an employee is consistently late to work, their supervisor should address this behavior, and document every conversation. Their supervisor should stress the importance of being on time and set the proper expectations going forward. Depending on the organizations policy and procedures, the employee will probably need to be placed on a formal written performance plan, to evaluate their tardiness, if the behavior continues. There’s usually reasons why an employee is late to work, the supervisor should try to get to the reason (s) why, and address it, fairly quickly. If, changing the employees schedule is an option, this should also be considered. Before considering the employment at will legal rule, provide the employee with options.
An employer should not imply or try to intimidate the employee, with the employee at will legal rule. (Halbert and Ingulli, 2010) If this rule is used it should be discussed with HR and management personnel. There are exceptions to the employee at will legal rule, which will protect the employee, if the following exceptions have been violated, the employee should be able to fight the decision of the employer. (Employeeissues.com, 2012)
Management should address the employee’s concerns about being fired, and set the proper expectations. Management should make sure they understand their internal contract guidelines with new employees as well. Some contracts with new employees spell out the length of their employment and also the conditions which they can be fired. This contract will override the employment at will doctrine. (http://www.austinemploymentattorney.com/article-the-basics-of-at-will-employment.aspx) Regardless, if an employee has taken a law class, they should follow the policies of the organization. The supervisor should make sure the employee fully understands the organizations policy, and if there’s any questions consult someone in the HR organization. Employee’s wrongful behavior should be addressed regardless of any class taken by the employee or knowledge of law and ethics. When poor behavior is not addressed, it can effect productively from other members on...