Assignment 1: Employment-At-Will Doctrine
Law and Ethics in the Business Environment
This paper includes four different examples of a new employee behavior. For each scenario I described measures that I would take to address a situation if I were a manager and supervisor of an accounting department. Each setting requires specific steps in order to solve the problem without further negative consequences for both the employee and the company. While writing this assignment I referred to the current U.S. legislation and various online materials such as journal articles, documents from the web sites of governmental agencies, and legal cases.
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If that is not the case, I would stress one more time that being a computer literate person is a must in order to fulfill her job obligations, and if she wants to continue her career in our company, she has to learn how to use a computer. After saying that I would tell her that she has one more chance to prove that she is a good suited for her position employee, and offer her to receive an enhanced training course within the next two weeks. Upon the completing the refresher training I would evaluate if she is still unable to use the computer software in an efficient manner, and if she isn’t I will unfortunately have to discharge her. If the new training improved Jennifer’s skills dramatically, I would start working on improving the company’s training system for new employees. After all these is done, I would review the company’s handbook for employees and make sure it includes all the company’s policies and procedures concerning at-will employment, hiring, performance evaluations, retaliation and termination policies. My final step would be to organize an employee meeting, where I would ascertain that every employee gets acquainted with the company’s policy.
2. First of all, I would make sure that Jennifer has a copy of the company’s manual that contains all the information about personnel’s policy, especially late policy and all the consequences associated with that dereliction. Second, I would talk to her boss and other staff members to find out how they feel about their co-worker’s behavior. I would analyze this information and decide whether the boss uses the correct approach to address the issue with Jennifer. If I notice that her boss doesn’t use the proper way to communicate with her, I would consider explaining to him how to talk to the employee in the way that wouldn’t make her feel violated. If I do feel that Jennifer’s boss has done everything in concordance with the company’s policy and ethical standards, I would schedule a personal meeting with Jennifer. At this meeting I would ask her how she feels about the existing situation in general, and whether she feels that being late is her right. If she does feel so, I would do my best to explain to her in the most comprehensible way that the company does require all employees to be on time without an exception unless there is an emergency. I would support my words by showing her the handbook, where the late policy is thoroughly described. Then I would ask her if she has any criticism about the company’s policy or suggestions of how to change it. While talking to her I would try to make her feel as comfortable as I could.
The second part of the personal meeting would involve a conversation about her way of taking the criticism. I would not verbally attack her; instead I would try to figure out why she engages in such aggressive behavior when being criticized. While talking to her I would evaluate if she is unreasonable and not logical: if so, I would consider...