week 4 post 3

minimum of 150 words apa format

Scenario for Post 3

Now you choose. Read the posts submitted by the class. Which side seems more logical to you? Should the medical industry abide by an "at-will" doctrine? Why / why not? Be sure to cite to a fellow student's post.

some classmates posts

The hospital has indicated that they will be terminating Mr. Con Fused for failing to follow instructions.  However, based on the at-will doctrine no reason was given for his termination.  The hospital takes the service provided by their employees very seriously and it is their job to make sure all patients and fellow staff members are receiving the best care.  The hospital felt it was in their best interest to terminate Mr. Con Fused.

The relationship between the hospital and Mr. Con Fused was governed by the common law doctrine of employment at will.  Either party could terminate the employment relationship at any time and for any reason, unless doing so violated an employee’s statutory or contractual rights.  This was clearly an issue with this situation.  Also, it is important to note that terminating this employee did violate any federal or state statute such as any sort of discrimination.

Base on this policy, the hospital reserves the right to not disclose specific termination reasons other than the decision was based on the best interest of the hospital, patients and supporting staff.

The Hospital adheres to the At-will employment policy which follows state and federal guidelines. Mr. Fused has had quarterly reviews and in each of the last three reviews he has been critiqued on hospital process and procedures that were not meeting hospital standards. These process and procedures are meant to offer safe and clean environments for patients and staff. Mr. Fused willful disregard for following instructions, despite repeated review, were grounds to terminate his employment. 

Mr. Fuse can be released under At-will employment doctrine which allows either party to terminate the employment relationship for any reason or no reason at all (Cross, F. B. and Miller, R. L. 2015 pp. 438). While there are several exceptions such as implied contracts or discrimination these do not apply in Mr. Fuses scenario. There may not be an actual incident at the time of Mr. Fuses termination but at-will employment doctrine allows business to broadly use general performance to make employment decisions, including immediate termination.