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LEG 500 Employment-At-Will Doctrine Assignment 1

Analysis of employment-at-will doctrine and its implications.

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Running Head: Employment-At-Will Doctrine1Employment-At-Will DoctrineAssignment#1LEG 500Assignment 2: Employment-At-Will DoctrineImagine you are a recently-hired Chief Operating Officer (COO) in a midsize companypreparing for an Initial Public Offering (IPO). You quickly discovermultiple personnel problemsthat require your immediate attention.1.John posted a rant on his Facebook page in which he criticized the company’s mostimportant customer.2.Ellen started a blog to protest the CEO’s bonus, noting that no one below director hasgotten a raise in two (2) years and portraying her bosses as “know-nothings” and “out-of-touch”3.Bill has been using his company-issued BlackBerry to run his own business on the side.4.After being disciplined for criticizing a customer in an email (sent from his personalemail account on a company computer), Joe threatens to sue the company for invasion ofprivacy.5.One of the department supervisors requests your approval to fire his secretary forinsubordination. Since the secretary has always received glowing reviews, you call herinto your office and determine that she has refused to prepare false expense reports forher boss.6.Anna’s boss refused to sign her leave request for jury duty and now wants to fire her forbeing absent without permission.IntroductionSince the 19th century, America’s employment philosophy has traditionally been what isreferred to as employment-at-will.It basis is found on two of America’s enduring foundingstructures. For example, the laissez-faire concept of the free market philosophy, and thetraditional principle of democracy—of personal liberty as embodied in the constitution. As twosides of the same coin, the free-market and the constitution, each in its own way views theemployer/employee relationship to be on equal a footing. By definition, "employment-at-will is a

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Document Details

University
Strayer University
Course
LEG 500
Subject
Civil Law

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