Abstract
As a manager and supervisor of an accounting department, discuss the following issues related to the employment-at-will doctrine and liability of an employer based on actions and responses to the employee's behavior and actions. Jennifer, a recent graduate, has recently been hired by your accounting firm out of college. Upon being hired, she engages in a number of different behaviors that need you attention. Within each scenario of the employer vs. employee situation, will contain a list of steps to address the situation. Considering the following informative legal outcomes to the Employment-at-Will such as: the firms allowance legally in firing the employee based on the employment-at-will doctrine; the legal implications for the employer vs. the employee in the particular situation at hand; preventative measures that the employer should have or put into place in order to reduce any risk or liability; and if there is any "exceptions" to the employment-at-will doctrine that would apply in the particular incident.
Employment-At-Will Doctrine
Managers and Supervisors within accounting departments hold the right to authorize hiring, suspending, or terminating employees in authorizations to hire, suspend, or terminate an employee based on the Employment-at-Will doctrine. Given the documented performance of the employee, Jennifer, a recent graduate and hired by the accounting firm; the company has devised an affirmative plan of action to mitigate the incidental behavior and measures, based on the employment-at-will doctrine and to minimize possible liabilities to the employee as well as the employer. Looking at each particular situation will allow in the future for better practices in the employer vs. employee relationship.
At-will means that an employer can terminate an employee at any time for any reason, except illegal ones, or for no reason without sustaining legal liability. Same goes for an employee; they are free to leave a job at any time for any or no reason at all and no confrontational legal concerns. Implication of the Employment-at-Will doctrine includes also that an employer can change the terms of the employment relationship with no notice and no consequence. The article found on the National Conference of State Legislatures website stated the following; "For example, an employer can alter wages, terminate benefits, or reduce paid time off. In its unaltered form, the U.S at-will rule leaves employees vulnerable to arbitrary and sudden dismissal, a limited or on-call work schedule depending on the employer's needs, and unannounced cuts in pay and benefits"