BUS 726 Week 2 Assignment

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School
San Francisco State University **We aren't endorsed by this school
Course
BUS 480
Subject
Business
Date
Nov 18, 2023
Pages
6
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1 Chapter 2 Questions Student Name Lecturer Course Date
2 Questions Q1. In the 19th century, America underwent rapid industrialization and urbanization, leading to a growing population of wage laborers (Cihon & Castagnera, 2019). The rise of laissez-faire capitalism and a belief in individual freedom led to the legal principle of employment-at-will, which states that employers have the right to dismiss employees at any time for any reason, with few exceptions. Most state courts adopted this principle as it was seen as a way to promote economic growth and flexibility in the workforce. Q3. The three employment-at-will doctrine exceptions are: 1. Covenant of Good Faith and Fair Dealing: This exception states that employers cannot terminate employees in bad faith or without a legitimate reason. These exceptions were put in place to protect employees from wrongful termination and to align the relationship between employer and employee with the principle of good faith, fair dealing, and fair play (Cihon & Castagnera, 2019). 2. Implied Contract Exception: An implied contract can be created through an employer's statements or actions, such as a handbook or a history of consistent practices, which can limit an employer's right to terminate an employee. 3. Public Policy Exception: Employers cannot terminate employees for reasons that violate public policy, such as refusing to engage in illegal activities or reporting safety violations. Case problems Case 6.
3 The company's loss-prevention policy manual did not create a binding contract that would support the employee's claims of breach of contract by his employer. The superior court, in this case, agreed that the manual was not a contract and that the manager's employment was terminable at will. In addition, the store argued that its actions did not violate company policy, suggesting that the policy did not cover the manager's conduct of pursuing a shoplifter outside the general store, Case 8. The Manual did not create a binding employment contract between Cedar Lake and the former employee. Hence, the claims by the former employee that Cedar Lake breached its contract with him are false and unreasonable. The Manual explicitly states that it is not a contract of employment. The court may have found that Manual's at-will employment provision and the town's progressive disciplinary policy provision, along with the employee appeal provision, do not create a contract of employment. Even if the Manual was found to be a contract, the defendant fulfilled its contractual obligations under the agreement by providing an administrative hearing before the Town Council as stated in the Manual. The former employee's claims were unsuccessful. Case 10. The former employee articulated public policies that supported his wrongful discharge claim, including opposing the alleged sexual harassment of a colleague in violation of Title VII's anti-retaliation provision and stating that he would testify truthfully if ever questioned about certain tax and antitrust matters that would expose the employer company to liability. However, the employee failed to articulate facts sufficient to support his allegations that his firing violated
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