As
a manager and supervisor of an accounting department, discuss the
following issues related to...

Question

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 your 
attention. For each category of behavior, describe what steps you would take to address the situation. Write a four to five (4-5) page paper in which you: 1. Describe what steps you would take to address the following scenario involving skills, competence, and abilities: The
 employee seems to be unable to learn the computer applications that are
 basic to her job responsibilities, but, consistently “tells” her boss 
that she is “a good worker and a genius” and that he does not 
“appreciate her”. Even after a few months of training and support, she 
is unable to use the computer tools to be productive and efficient in 
completing the required tasks. 2. Describe what steps you would take to address the following scenario involving management, behavior, and performance: The
 employee tends to burst into a rage when criticized and is frequently 
late to work as noticed by her boss and other staff members. When her 
boss attempts to address her behavioral issues and the company late 
policy, the employee’s response is that she “ knows her rights and what 
to do” if she is wrongfully discharged. She also says she took a 
business law class in undergrad that taught her “everything she needs to
 know about exceptions to the employment-at-will doctrine and wrongful 
discharge in violation of public policy”. 3. Describe what steps you would take to address the following scenario involving labor and laws: The
 employee takes a day off from work, without management consent, for her
 religious holiday observance that falls on a day that is during “ tax 
season”. The day off occurred during an incredibly busy period for the 
company during which the employer had notified all employees they were 
not allowed to take off without prior management approval. Also, there 
is no labor union for accountants. However, she begins talking to her 
co-workers during lunch breaks and sometimes during regular work hours, 
encouraging them to organize and form a union to “protect ourselves”. 4. Describe what steps you would take to address the following scenario involving policies and procedures: The
 employee’s supervisor consistently asks her out on dates; the employee 
initially refuses to go out on a date with her supervisor. The employee 
later discusses the issue with her girlfriend who encourages her to 
accept his offers. During her new employee orientation, the employee was
 informed of the company policy which prevented employees from dating 
their supervisor and was given an employee handbook with the written 
policy. The employee and her supervisor later begin having a consensual 
relationship. 5.
 Use at least five (5) quality legal references in this assignment. 
Note: Wikipedia and other Websites do not qualify as academic resources.Your assignment must follow these formatting requirements: Be
 typed, double spaced, using Times New Roman font (size 12), with 
one-inch margins on all sides; citations and references must follow APA 
or school-specific format. The reference page is not included in the required assignment 
page length.

David · Accepted Answer

Running head: HANDLING EMPLOYEE’S BEHAVIOR 1
Handling Employee’s Behavior
Student’s Name 
Course 
University 
Date
HANDLING EMPLOYEE’S BEHAVIOR  2
Handling Employee’s Behavior 
Introduction 
As a manager and supervisor of the accounting department, I have been present with 4 
scenarios related to employment-at-will doctrine. I am liable for the actions, behaviors, and 
responses of and I am supposed to take relevant actions as an employer. Jennifer is a recent 
graduate who has been hired by the company, engages in a number of behaviors that need my 
attention.    
Situation 1 
Employment-at-will doctrine affirms that, if an employee does not possess any written 
employment contract and the employment terms are of indefinite duration, the employer has 
power to terminate that employee for bad cause, good cause, or no cause (Rothstein, M.A., 
Knapp, A.S., & Liebman, L., 2005). It is totally up to the employer how he behaves with the 
employee. Jennifer is unable to meet the skills and requirements needed for the tasks of her 
job. It can be presumed that she lied during the application and interviewing process. She was 
hired on the basis of her skills and qualifications, but is not able to perform her tasks 
efficiently, so she is not at all an asset for the company any longer. Due to this reason, she 
can univocally be laid off with no chance of being re-hired in future.  
According to the employment-at-will doctrine, an employee gets hired on the basis of 
his/her will and he is free to leave the company at any point of time post-employment. The 
same goes for the employers as well in a sense that they are also free to lay off an employee 
for bad cause, good cause, or no cause. The employers have no legal liability if they have no 
contract signed upon the employment. Out of the three exceptions of will, only one applies in 
Virginia and that is public policy. According to this exception, an employer is not entitled to 
terminate an employee if he/she is supported by public policy.  But in the present case, 
Jennifer is not supported by public policy and she can be easily laid off. The second 
HANDLING EMPLOYEE’S BEHAVIOR  3
exception of the will is an implied contract, which is nothing but a verbal contract between 
two parties. The same put by the employer on employee handbooks.   
Situation 2 
In this scenario, there are a list of problems associated with Jennifer which are as follows: 
Jennifer has a tendency to burst into a rage when someone criticizes and her boss and other 
staff members notice that she is a late comer.

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...

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