HLT 520 Week 6 Employment at Will Discussions

HLT 520 Week 6 Employment at Will Discussions

 

HLT 520 Week 6 Discussion 1 Latest-GCU

Examine the concept of “employment at will” and the public policy exceptions to it. How does it fit with the issue of “wrongful discharge?”

HLT 520 Week 6 Discussion 2 Latest-GCU

What do you see as the pros and cons of a unionized environment in a health care facility? How can the right to collective bargaining by employees and the mandate to provide care to patients be reconciled?

 

GCU HLT 520 Week 6 Chapter 20 Review Questions

Details:

1) Write a paper (500-750 words) that addresses the Review Questions 2 and 3 in chapter 20 of the textbook. Include a rationale for your answers.

2) Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

3) This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

GCU Ethical Study Review

Details:

Scenario: A 96-year-old male patient is admitted to the ICU with terminal liver cancer. He is confused and disoriented, very skinny and appears underfed, and is covered with bruises, which are common in patients with liver disorders. His daughter, who is a naturopathic physician, insists that she can cure her father by administering unknown substances, some of which smell like feces and look like tar, down his NG tube. He is clearly in pain after she does this. She insists that these are life-saving interventions on her part, but the nursing and physician staff caring for the patient are very upset and concerned that she is hastening his death. They have come to you for help.

1) Write a paper (1,250-1,500 words) that describes how to use the method of ethical decision making, reviewed in the module, to help resolve this ethical dilemma. Address the following to generate your conclusions about how you would proceed:

1. a) What are the dimensions of the ethical dilemma?
2. b) What are the issues?
3. c) Apply the four core ethical principles and the process of ethical decision making.

2) Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.

3) This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.

 

 

MORE INFO 

The concept of “employment at will”

Introduction

The concept of “employment at will” is a legal term that refers to the possibility that an employer can terminate an employee without cause or notice. While this principle originated in the common law, it has been modified by many states and now exists in various forms throughout the country. In some states, it applies only to unionized workers; in others, it applies to all employees regardless of their employment status (such as full-time or part-time).

At-will employment is a contractual arrangement in which an employee may be terminated at any time by either the employee or the employer.

At-will employment is a contractual arrangement in which an employee may be terminated at any time by either the employee or the employer. At-will employment is not the same as “at will” employment, which simply means that there are no restrictions on when your boss can fire you.

In fact, there’s nothing stopping him from doing so whenever he feels like it! If you want to keep your job and avoid getting fired for no reason at all, then keep reading so that we can make sure that doesn’t happen to you too!

While the concept of at-will employment is generally applied to non-unionized workers, unionized workers can also be terminated under some circumstances.

While the concept of at-will employment is generally applied to non-unionized workers, unionized workers can also be terminated under some circumstances. Unionized employees can be fired for a variety of reasons, including poor performance, absenteeism or insubordination.

Unionized employees may also be fired for cause if they engage in misconduct that harms their employer or coworkers—for example:

• If an employee assaults another person or steals from an employer;

• If an employee uses racist language towards another person;

• If an employee harasses someone sexually or physically;

• And so on…

The doctrine on which the concept of at-will employment is based was originated by a judge in a case from 1877.

The concept of at-will employment was originated by a judge in a case from 1877. The judge, who was also a lawyer for the railroad company, ruled that an employee could be fired at any time for any reason or no reason at all. In other words, no contract existed between the two parties; therefore, there was no cause for termination beyond what was acceptable to both parties involved.

The doctrine on which this concept is based has been used as precedent ever since then by judges throughout California’s courts system. However, these decisions have never been codified into law until recently with its incorporation into California Labor Code Section 2660(a).

Some states have enacted legislation modifying or limiting the common law doctrine of employment at will.

• The concept of employment at will is based on a judge’s decision in a case from 1877.

• Some states have enacted legislation modifying or limiting the common law doctrine of employment at will.

• Public policy decisions have also modified the common law doctrine of employment at will, such as when an employer has been found guilty of discrimination or sexual harassment against an employee

The current concept of at-will employment developed in response to the proliferation of labor unions.

The current concept of at-will employment developed in response to the proliferation of labor unions. At-will employment is a contractual arrangement between an employer and an employee that allows both parties to terminate the agreement at any time, with or without cause.

Employees may be terminated at any time by either the employee or the employer; however, if an employer fires an employee for no good reason (or because they’re just plain mean), then it can be considered a wrongful termination case. In order for this type of situation to qualify as “wrongful” under federal law, there must be evidence that shows that management made up reasons why they wanted someone gone so badly that they were willing to lie about their reasons in order not only get rid of them but also prevent them from getting another job elsewhere in town!

The doctrine on which this concept was based was originally set forth by Judge Stephen J. Field (who later became Chief Justice) during his tenure as presiding judge over New York State’s highest court at around 1867–1869 when he ruled against railroad executives who had fired employees who opposed unionizing efforts among workers employed within their companies’ infrastructure projects such as bridges across rivers—and even those working directly alongside them

Some states apply what is called a “public policy” exception to the general rule that employees are employed at will.

A public policy exception is a legal doctrine that allows an employer to terminate an employee for reasons unrelated to the standard employment contract. The first state to apply this doctrine was California in 1932, but it wasn’t until 1968 that every state adopted the concept of a public policy exception.

The basic idea behind these exceptions is that employers don’t have unlimited power over their workers—and they shouldn’t be able to terminate someone without any explanation or just because they feel like it. In other words, employers should have some limits on how long they can keep employees on their payrolls and when they can fire them without cause (i.e., “at will”).

The public policy exception means that an employer cannot fire an employee if doing so violates state law or public policy.

The public policy exception is a limitation on the employer’s right to terminate an employee. It prevents employers from firing employees in violation of state law or public policy, such as for sexual harassment, racial discrimination and other forms of illegal discrimination.

The public policy exception is not recognized in all states; some states have an additional exception called the “good cause” exception that allows employers to fire employees if they are being fired for good reason (e.g., safety concerns).

Employment relationships can be terminated based on mutual consent between employer and employee.

Employment relationships can be terminated based on mutual consent between employer and employee. This can be done verbally or in writing, depending on the situation. Generally, an employer will not want to do this unless there is a good reason for doing so. For example, if your company is going through a difficult time financially and you are losing money every month, then perhaps terminating your employment relationship with them would make sense if they were able to hire another person who could cover all of those duties without costing them much more than what it would cost them now (e.g., $50/hour).

If an employee decides that he or she does not wish to continue working for his or her current employer anymore but wants some time off before finding another job elsewhere within the same industry sector as this one (which may take some time), then there may come a point where both parties agree upon ending their employment relationship without any resistance from either side whatsoever! However…the key word here being “agreement” rather than “compromise” because once both parties agree upon ending their respective positions at work together then this means nothing more than just that – agreement between two individuals who happen

Conclusion

No matter what your position on the issue of at-will employment, it’s important to remember that all workplace relationships are contractual. If you have a dispute with an employer and want to end the relationship, there are many ways to do so without getting into legal trouble. You can always seek legal counsel if you feel unable to handle your own situation.