Employment-At-Will Doctrine

Employment-At-Will Doctrine

Answer 1

Before hiring someone for any position, the most important thing is qualification of an employee, the level of qualification depicts the skill, abilities and competence of an individual for performing job (Werhane et al., 2004). Mainly employer rely on provided information for indentifying the potential of an employee, with the help of available information employer decides, whether employee is enough qualified for the job or not (Werhane et al., 2004). In this case, Jennifer is headed by her employer, for believing that she is enough qualified for this position without fulfilling the requirements of job, it can result in adverse impact, following of simple requirements can help employer to assess the efficiency of an employee as it helps in hiring better employee for an organization (Walsh 2010). Provided with the fact in this case it is an accounting firm, which have customer responsibilities. If Jennifer is provided with a role to arrange tax papers for a customer, so there is a possibility that customer faces difficulties due to her lack of abilities. This kind of situation can led firm towards legal dilemmas (Feinberg 1976).

It is important that firm should provide training to new employee, it should be considered as first step, in this case scenario she will be support and training, I will document the methods of training and support, furthermore, I will give Jennifer an official bond or document, which will make sure that during her services, any inability related to work will result in termination warning, if she is not able to improve within a provided time period (Mackey 1986). These preventive measures will be found effective for reducing liability and risk associated with company. Moreover, it will assist company for overcoming and avoiding any kind of legal implications.

If Jennifer do not perform well within allotted time, than it would be assume that she is not fit for this job and not able to perform any task, which is associated with the computer.

Answer 2

In such a scenario before one can let go off Jennifer by employing the employment-at-will doctrine, one needs to document her behavior in order to ensure that there are no legal ramifications because of Tort Law (Mackey 1986). Firstly, I would ensure that the policies of the companies clearly states that tardiness or inappropriate behavior for instance anger and rage against fellow co-workers is strictly prohibited. Once confirmed, she will be asked to review and sign on a statement in black and white that claims that she has reviewed it. She will also be provided with a warning document that would state the constant tardiness and unmanageable temper is having a detrimental effect on her peers, infact such behavior is not even healthy for the general society as well (Feinberg 1976). It would also clearly state that if her behavior is not changed within the given time frame, the organization will have no choice but to terminate her. After that, I would initiate a discussion with her to see if the company ...