Summary Week-4 Post-1At Will Employment ALL ANSWERS 100% CORRECT ALL-2021 AID GRADE A+

Week-4 ”At Will” Justifications Scenario (1) Mr. Con Fused has been an employee at Regional Hospital for the past five years. His employment there was recently terminated. The reason for the termination was: Inability to follow instructions. However, Regional has adopted an "at-will" policy. So in reality, no reason has to be given for the termination. Never the less, Mr. Fused was very upset at his termination so upset, that he went to the media with his story. Week-4 Post-1A Response to Prof Klem Businesses cannot terminate employees for motives that would breach anti-discrimination laws. An employer needs to be capable of showing that there was some specific reason they fired the employee, or it could very well be ruled age discrimination. Companies also cannot fire employees for causes that are a violation of a public policy. Example, corporations are not allowed fire an employee that was a “whistle blower,” and turned the employer in for violating a law. Another obvious example is that a manager cannot fire a worker due to their filing of a workers compensation claim. Worker's compensation laws and worker's compensation insurance exist specifically to protect workers who are injured on the job. It would not make sense for employees to be afraid of losing their jobs, if they filed for workers compensation entitlements. Many a poor worker has been fired for good reason, but due to poor documentation, employers have often paid a heavy price. WC: 156 Week-4 Post-1”At Will” Justifications Scenario (1) You work for the human resources department at Regional. The hospital attorney is preparing for a news conference regarding the termination of Mr. Fused. In an effort to help the attorney, you draft justifications for an “at will” termination of a hospital employee. What are your reasons for supporting this policy? Your job is to convince the public that this is a necessary and useful policy. “Unless your employer gives some clear indication that it will only fire employees for good cause, the law presumes that you are employed at will (NoL).” The “at will” strategy is a great plan for both the hospital, as well as mutually for the hospital’s workforce. Generally, under normal circumstances, an “at will” policy allows the employer the liberty to determine which workers are more beneficial in enabling realization of the hospital's long-term operational goals, while also allowing for easier dismissal of those personal that are