Employment at Will Doctrine

In: Computers and Technology

Submitted By kellie
Words 935
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After reading what my employees did, the decision to dismiss them from their job without a good reason would be somewhat difficult. There are numerous things that I would have to evaluate before I decide to let them go. I have to see if the things that they did falls under some the exceptions of the At- Will Doctrine. I understand that they were trying to make some changes. There are several things that they needed to be aware of before they went off doing the things that they did. Having no whistleblower policy should have made them reconsider a lot of their decisions.
Stirring up commotion in the department is something Jim could have avoided if he had simply asked his boss if he could speak with him regarding the change in his pay. Involving other employees by sending an email advising that they should boycott is unacceptable. Bill did something that was very unethical. Equipment issued to you by your company should not be used for personal use, but for company purposes only. Bill was aware of the risk he was taking and decided to continue on with his process. For that, termination is his punishment for abuse of company equipment.
Although an email was sent from his personal account, Joe is still going to face consequences. The account was set up under his company computer. Privacy is not a factor when you are issued a company computer. The employer has the right to pull up whatever information they please whenever they suspect something unethical is going on. Even if they do not suspect anything they can pull up emails without informing the employee. One of the department supervisors have gone too far. Wanting permission to fire his secretary will not happen because his reason is not a very good one. Well it is not good enough for me because she brought some criminal information to me about him. Falsifying expense reports is something that she was not…...

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