Employment at Will Doctrine
At-will employment is actually American Law's doctrine. It states that in the employment relationship, any of the parties involved can break the relationship anytime without any reliability. But only under the condition if no contract was signed regarding the definite term of the employment relationship. There is a whole set of doctrine which maintains and regulates such type of corporate associations. (C, 1996, pp. 375-376)
As a matter of fact, at-will employment involves a lot of issues which need to be seriously considered and discussed. Consequently, the company who hires such employees encounters certain scenarios which can be exceptional, specific or general depending upon the portfolio of the worker and the nature of the business a company does. Normally the management has to address them and it has to be done carefully in order to fix the things. Being the manager and supervisor of an accounting department is matter of great responsibility especially when it comes to the at-will employment doctrine. Some common scenarios are illustrated below and the steps to deal with them. (Haymes & Kleiner, 2001)
1. Scenario involving skills, competence, and abilities:
To learn each kind of skill or ability is not the forte of every human. There are individual differences and the potentials likewise. If somebody thinks that he/she can learn a specific type of task and later on finds that it wasn't his cup to tea then he should not be branded off as a failure. He can be shifted to some other departments. The training phase is actually meant for such issues. It probes out the capabilities and teaches what a person is best at. The manager is ought to look after all such activities going on at the work place. Since the new employers need comparatively more attention, the supervisor/manager should keep a check now and then.
For instance the case here, if she is not good at computer skills and even the training phase couldn't help her...
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