Employer-Employee Relations Quiz

Employer-Employee Relations Quiz Name MGT 434/ duty honor Date Instructor Employer-Employee Relations Quiz The bon ton of mhoary love hired bloody shame as a programmer for a exceptional proletariat. on that point was a squinch for that specific pouch, and beside completion. However, the guild was nevertheless in need of her services. So, they asked bloody shame to continue starting with the fellowship until the project was finished. There was no mention of each contract make however, the supervisor of the gild began to cast directly with bloody shame.They wanted her to use company materials, equipment and at the same time remain on company construct schedules. The company after ii years went done financial difficulties and they asked Mary to leave. entirely a mere thirty days later the petite deliver Company acquired a major contract. They hired Marys copulation and never offer her the opportunity to return. Investigation Is Mary an independent asserter o r an employee? Describe the factors that led to her determination. There is a need to spang the release of Mary from her oeuvre.The employment-at-will was under action for ratified set of guidelines. There are two related questions that needed to be answered prototypical and these are 1) her precondition while workings at the Company, if she was an independent contractor or an employee and 2) the nature of the employer-employee relationship, if it underwent change over the course of time. Based on the discipline given, May was a skilled programmer who worked outside the context of fix office hours and direct supervision from the company manger or supervisor.There was a contract that was made for a specific project. It was pointed out that the project was near completion and at that placefore in that location was a time element to the work that it was non expected to go on and on forever. This means that Mary knew that after the project was completed, her services was no longer needed and the company had no obligation to retain her services or to make her an employee of Little dearest Company. Has the employer-employee relationship changed over the course of time? Is so, how?Even so, when the project was completed for Little Lamb Company, Mary was still asked to continue working as a programmer and her services. There were changes in the employer-employee relationship. Her supervisor began to work closely with her in the new project. Mary was asked to continue using materials, equipment, and to preserve the work schedules provided from the company. This simply means that Mary was considered as a of import asset to the company and she was non working outside the company except within the companys location.This made the job much mellifluous along with having sources at her finger tips. Mary worked there for an additional two years. This suggests that she was working there even after she completed the second project. She is considered as an empl oyee of the company. This brings the discussion to the last question was Is Marys release legal under the doctrine of employment-at-will? Explain why or why not? If not, which of the spare-time activity exceptions to employment-at-will have been violated? Explain why.Based on the doctrine of at-will-employment Marys release from employment was legal. According to experts An at-will-employment arrangement is an arrangement in which the employee serves at the unilateral pleasure of the employer (Reda, Reifler, & Thatcher, 2008). This simply means that the employer mickle intercept the services of Mary without giving any explanation and there is no legal problem for doing so. This is be micturate there were no written employment agreements, plans, letters, or similar writing that Mary could have used to show that there was a s stoogedalize of agreement.There was a contract made but it drop only be understood as contracts that were made for the first and second project. Following t he completion of these two projects Mary was given an separate work load but there was no contract concerning her salary and another(prenominal) benefits that she could expect from the company. In this suit of clothes the employment can only be understood as at-will-employment and the employer has the right to terminate her services without just cause.In some cases the need to reorganize and to reduce the number of employees are valid reasons for the company to release somebody from employment and the courts will judge in their favor. Exceptions to At-Will Employment The doctrine of at-will-employment clearly favors the employer. The employer need not prove just cause before terminating the services of Mary. There are instances where the Company Little Lamb may be found to be in breach of the following 1) breach of public policy 2) breach of implied cartel of effectual assent and fair dealing and 3) breach of implied contract University of Phoenix Syllabus (2011).Even though a t-will-employment gives the employer the ability to terminate employment at will, Mary can growl against unlawful termination if Mary was dismissed because she was asked to commit a crime, released from employment because she was a whistleblower against the illegal activities of the employer, dismissed because she served on a gore against the employers wishes or dismissed because she exercised her legal right this is considered a breach in public policy.Based on the information given Mary was not released because she was a whistleblower or testified against the company. Her employment was terminated because the company went through a financial difficulty. There could be an implied breach of contract with good faith along with fair dealing taking into consideration because Mary worked so hard for the company. This was evidenced by the fact that she was asked to do another(prenominal) special project when the first one was near completion.This is also made clear when Mary was asked to continue working for Little Lamb Company for two more years. This principle is based on the idea that there exists a special relationship of trust and reliance between the employer and employee and this can be measured by length of service (Vettori, 2007). In the case of Mary two years of work under at-will-employment is not plenty to show that there was a special relationship of trust and reliance.At first glance it may seem that the Little Lamb Company is in breach of implied contract because of the trend it treated Mary, starting from changing her status from a contract to an at-will employee with letting her stay and work for two more years can be interpreted as the company universe satisfied by the way she perform as a programmer. This does not immediately mean that there was a contract implied or otherwise. In Guz v. Bechtel National, Inc. he California Supreme Court decided that even if the employee has worked for a company for a long time, and during that tenure recei ved pay raises, commendations, promotions, and other recognitions of continuing good performance this does not by itself create an implied contract protecting the employee from being released without just cause (Orrick, 2010). In Conclusion, Mary worked at Little Lamb Company for more than two years, first as an independent contractor and then as an employee.It was clear that there was a change in the employer-employee relationship because she was asked to do things that only apply to employees. As a result, when she was released from employment there could be grounds to contest the judgement of dismissal based on the breach of implied contract, breach of public policy with covenant of good faith and fair dealing consideration which brought attention in any deciding factors. However, there was no contract or any form of written agreement stating that Mary can only be terminated by first establishing just cause.This is because she is under at-will-employment and in this scenario the employer can terminate her services without just cause. It is very clear that the doctrine of at-will-employment protects the engross of the employer and if Mary wanted to have job security the only way to do so would be to secure an agreement or a contract from Little Lamb Company that she can only be terminated with just cause. References Law Library-American Law and Legal Information. (2010).Employment at Will-Breach of an Implied promise of Good Faith and Fair Dealing. Accessed 01 August 2010 from http//law. jrank. org/pages/6433/Employment-at-Will-Breach-an-Implied-Covenant-Good-Faith-Fair-Dealing. html Reda, J. , S. Reifler, & L. Thatcher. (2008). New jersey John Wiley & Sons, Inc. Vettori, S. (2007). The Employment Contract and the Changed World of Work. VT Ashgate Publishing. University of Phoenix syllabus, (2011) MGT 434 Employment Law, Little Lamb Scenario