The purpose of this paper is to analyze three bring out legal encounters at the fictitious NewCorp company. The responses to the potential legal issues embossed by the three separate legal encounters facing NewCorp ar responded to in this paper from the point of view of a four-in-hand within the company assigned to evaluate the matter and birth recommendations for action. The responses also make the assumption that the management team reviewing the recommendations is in full versed in the details of the associated legal encounter.
Legal Encounter 1: Pat Grey
The key legal element in the termination of Mr. Grey’s occupation is his manager’s lack of adherence to the NewCorp Personnel Manual. Upon his hiring, Mr. Grey signed a statement that asserted NewCorp’s employment at pass on policy with respect to employment and discharge. However, in the case of Dillon v. champion Jogbra, Inc., 819 A.2d 703 (Vt.
2002) the court stated
“even if an employee otherwise enjoys only at-will employment status, that employee may still be able to establish a claim for wrongful termination under a possible action of promissory estoppel if that employee can demonstrate that the termination was in suspension of a specific promise made by the employer that the employer should nurse reasonably expected to induce detrimental reliance on the part of the employee, and that the employee did in fact detrimentally rely on the promise” (Jennings, M, 2006, pg. 729).
NewCorp’s Personnel Manual is not forked and clearly states:
“If the job performance of an employee is unsatisfactory, the employee will be notified of the neediness and placed on a Corrective Action device (CAP). If the employee performance does not improve to a satisfactory aim within the specified period of time, termination will follow.”
establish on the specificity of the Personnel Manual, the court may consider procedures for transaction with an unsatisfactory employee...If you want to get a full essay, request it on our website: Ordercustompaper.com
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