In this paper, I will cover the employment-at-will doctrine, cover three scenarios with actions that the Chief Operating Officer (COO) can take to resolve the problems in the scenarios. Also, cover my state’s employment -at-will doctrine and provide an example of a recent situation that has happened in the last five years.
Which means that employees have the right to quit a job at any time for any reason and the employer can also do the same by the employee. Generally, these types of situations are for employees that do not have contracts, are hourly wage employees and minimum wage. Title VII of the Civil Rights Act of 1964 prevents any employer from firing any employee based off their race, color, religion, sex, or national origin. More federal civil rights laws prevented employers from firing employees based off of their age, and disability which is the Age Discrimination in Employment Act and Americans with Disabilities Act. Occupational Safety and Healthy Act protect employees from retaliation from their employer when they report any health and safety problems. Union workers have collective bargaining agreements that usually cut against the employment-at-will but cannot protect the employee when there is a “good cause” for termination.
Bill has been using his company-issued BlackBerry to run his own business on the side.
In this scenario, Bill has been using his company-issued BlackBerry for personal benefit. In the Case of Ontario, California v. Quon 2010 WL 240087 (U.S.). The City of Ontario was noticing extra charges on the device which was issued for city use. But instead the employee
continue using the device for personal use. To prevent any violation of any...
... middle of paper ...
...ork with corporate employer’s illegal pharmacy operation. Plaintiff’s refused to participate in illegal acts, therefore, reported to the supervisor that they will not do this and it is against the law. Defendant argues this claim cannot survive since plaintiff did not cite the statute in his complaint. In conclusion, the wrongful discharge claim is reversed and the case remanded. Plaintiff’s other claims also were the dismissal for fraud, intentional infliction of emotional dress and personal injury. Your employer cannot terminate your employment for not breaking the law, which sums of this case.
In conclusion, I have covered the employment-at-will doctrine, covered three scenarios with actions that a Chief Operating Officer can take to resolve the problems. Also, I have covered my states employment-at-will and provided a recent court case within my stated.
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