BUS 125 Labor Law and Personnel Management Discussion
Order ID:89JHGSJE83839 Style:APA/MLA/Harvard/Chicago Pages:5-10 Instructions
BUS 125 Labor Law and Personnel Management Discussion
The Case of the Fired Employee
Susan Birch, a vice president of the Acme Trailer Company, enjoyed a wonderful reputation as a capable and trustful financial officer. She, her
husband, and their two children lived in a beautiful suburb in a large, comfortable home. The president of a competitor firm, International Trailers
Ltd., wanted to hire Birch for a similar position and offered her an increased salary and many employee benefits.
The President of International had an extensive phone conversation with her about this offer. Birch accepted the offer, sold her home, moved to
the city in which her new employer was located, and purchased a home there. She did not have a written contract, but she was told she had a great
future with the company and was given a salary of $150,000 per year with a promise of a promotion every 6 months for the first two years. A
bonus could be paid to her after 18 months on the job. BUS 125 Labor Law and Personnel Management Discussion
Four months after Birch joined the company, she was fired because of a downturn in the trailer production business, requiring a scaling back of
expenses at International. She sued International for a breach of contract.
The Trial
During the trial, Susan testified about the reputation she had earned while at Acme Trailer and the wonderful life that she and her family had
enjoyed. She told of the difficulties involved in moving, the expense of buying a new home, and the uprooting of her family. She described the
difficulties involving in selling her new home and looking for a new position.
An officer of International testified about the recession in the trailer industry and how economic conditions were such that if International failed to
cut expenses, it might be forced out of business.
The Arguments at Trial
Susan’s attorney argued that although she did not have a written contract, oral representations made to her implied that her job would last longer
than a year; that she was going to earn a yearly salary indicated that her employment would, at a minimum, last at least two years. The attorney
stressed the difficulties involved in the move and the expenses occurred by the Birch family, arguing that it would be unfair to terminate her
employment except for cause relating to her activities. The argument was also made that the “employment at will” doctrine was an outmoded and
unfair concept and should not be applied based on the facts in this case.
International’s attorney argued that the lack of a written contract and the existence in the state in which International was located of the
“termination at will” doctrine gave International the right to terminate Birch’s employment at any time for any reason, particularly when economic
conditions required cutting the expenses, including termination of the employment of executives with high salaries.
Questions for Discussion
Based on the facts of this case, who do you think should prevail, Birch or International? Why?
Are there other facts that would make it easier for the court to decide who should prevail?
Do you feel that the employment at will doctrine should no longer apply? If so, who should make the change, the legislatures or the courts? Why?
BUS 125 Labor Law and Personnel Management Discussion
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
You Can Also Place the Order at www.collegepaper.us/orders/ordernow or www.crucialessay.com/orders/ordernow
BUS 125 Labor Law and Personnel Management Discussion