Employment at Will

Strayer University

Professor Augustine Weekly

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.

As a manager and supervisor of an accounting department one must ensure that all employees remain actively in compliance with all policies, rules, and guidelines. The manager is also responsible for being the first line of security of the department’s value. This allows the company’s information to be protected and remain confidential. The benefits of policies being put into place include employees understanding what is expected of them. Disputes may be resolved by determining whether or not policies and procedures have been followed and future plans in place in case of an emergency. Proof of the department’s requirements ensures a strong defense against possible future claims against the department. Overall, the image of the department is to be represented in a professional and positive manner at all times. Duty performance has its ups and downs across the employee panel. Employment-at-will covers the state of Texas. The Employment-at-will doctrine includes that employment may be terminated by the employer or employee at will, for good, bad, or no cause at all. As the Texas Supreme Court stated in Brown “the employer must unequivocally indicate a definite intent to

be bound not to terminate the employee except under clearly specified circumstances” for the at-will relationship to be altered. 965 S.W.2d at 502.

All employees are required to maintain and remain in compliance and competent with the department’s computer applications. It is typical for new hires to require additional hands on training upon completion of the new hire training. However, the new hire must accept formal accountability to ensure compliance with the department. For the employee who seems to be unable to learn the computer applications that are basic to her job responsibility, they will undergo a thorough hands on/shadow training followed with a hands on assessment within six business days of poor duty performance. Telling the manager that she is a good worker and unappreciated is an opinion, but serves no value until performance standards are met. Upon completion of additional training, if the employee is still unable to use the computer software and tools productively and efficiently a letter of reprimand is