Employer-Employee Relations Quiz

Employer-Employee Relations Quiz Name MGT 434/ Employment Law particular date Instructor Employer-Employee Relations Quiz The beau monde of fine beloved hire bloody shame as a programmer for a finicky project. thither was a baffle for that specific project, and near consummation. However, the keep fellowship was still in command of her service. So, they asked bloody shame to continue functioning with the comp either until the project was finished. in that location was no mention of any switch off made however, the supervisor of the company began to work directly with Mary.They wanted her to use company materials, equipment and at the same time remain on company work schedules. The company subsequently both long time went through financial difficulties and they asked Mary to leave. But a mere thirty days later the Little dearest Company acquired a major contract. They hired Marys relative and neer offer her the opportunity to return. Investigation Is Mary an free l ance contractor or an employee? Describe the factors that led to her determination. There is a need to know the unfreeze of Mary from her employment.The employment-at-will was chthonian action for legal set of guidelines. There ar two related questions that needed to be answered first and these are 1) her position while running(a) at the Company, if she was an independent contractor or an employee and 2) the spirit of the employer-employee relationship, if it underwent variety show over the course of time. Based on the in reverberateation given, whitethorn was a skilled programmer who worked outside the context of regular means 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 therefore there was a time element to the work that it was non beared to go on and on forever. This means that Mary knew that afterwards the project was accurate, her services was no longer needed and the company had no obligation to retain her services or to make her an employee of Little Lamb 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 intimately with her in the new project. Mary was asked to continue using materials, equipment, and to follow the work schedules provided from the company. This simply means that Mary was considered as a valuable asset to the company and she was not working outside the company but at bottom the companys location.This made the job more gratifying 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 consider ed as an employee of the company. This brings the give-and-take to the last question was Is Marys turn over legal under the ism of employment-at-will? Explain why or why not? If not, which of the undermentioned 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, &038 Thatcher, 2008). This simply means that the employer can supplant the services of Mary without giving any explanation and there is no legal problem for doing so. This is because there were no written employment agreements, plans, letters, or connatural writing that Mary could have used to designate that there was a happy chance of agreement.There was a contract made but it can entirely be understood as contracts that were made for the first and second proj ect. side by side(p) the completion of these two projects Mary was given another work dilute but there was no contract concerning her salary and other benefits that she could expect from the company. In this case the employment can only be understood as at-will-employment and the employer has the right to terminate her services without just cause.In many 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 piddlely favors the employer. The employer need not prove just cause in the beginning terminating the services of Mary. There are instances where the Company Little Lamb whitethorn be found to be in break away of the following 1) breach of public policy 2) breach of implied covenant of acceptable credit and sportsmanlike dealing and 3) breach of implied contract University of Phoenix Syllabus (2011).Even though at-will-employment gives the employer the major power to terminate employment at will, Mary can complain against criminal 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 jury 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 concluded 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 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 establish 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 enough to show that there was a special relationship of trust and reliance.At first peek it may seem that the Little Lamb Company is in breach of implied contract because of the way 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 being fulfill by the way she perform as a programmer. This does not without delay 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 du ring that tenure received pay raises, commendations, promotions, and other recognitions of go along good performance this does not by itself create an implied contract protect 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 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 end by first establishing just cause.This is because she is under at-will-employment and in this scenario the e mployer can terminate her services without just cause. It is very clear that the doctrine of at-will-employment protects the interest 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 Covenant of honourable 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, &038 L. Thatcher. (2008). New Jersey gutter Wiley &038 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