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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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Asa 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:
  • Theemployee seems to be unable to learn the computer applications that arebasic 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:
  • Theemployee 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 toknow 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:

  • Theemployee takes a day off from work, without management consent, for herreligious 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:

  • Theemployee’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 wasinformed 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:

  • Betyped, 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.
Answered Same DayDec 29, 2021

Solution

David answered on Dec 29 2021
82 Votes
Running head: HANDLING EMPLOYEE’S BEHAVIOR 1
Handling Employee’s Behavio
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
esponses 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 ve
al 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. The boss attempts to address her behavioral and
late coming issues stating company’s...
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