Q2) Identify and explain two exceptions to employment-at-will. Then, identify tw
ID: 344257 • Letter: Q
Question
Q2) Identify and explain two exceptions to employment-at-will. Then, identify two that state recognize those exceptions.
SHORT ANSWER:
1) Despite their flaws, managers and supervisors often utilize performance appraisals to gauge productivity. Name three of the five errors that can occur when conducting appraisals. Then, name one way to overcome each error mentioned.
3). The roles of public human resource managers (HRMs) have drastically change time. Identify and explain two NEW roles of public HRMs today.
Explanation / Answer
Q2) Two exceptions to employment-at-will are as follows:
Employee at will is the term which shows that the contractual relationship among the employee and the employer as employer can fire employee without reason and warning. So, in order to avoid this there are some exceptions included in the contract by the Labour Laws such are Public Policy Exception, Covenant of good faith and fair dealing exception, implied contract exception.
The public Policy exception is the exception to the employee at will which states that the employee cannot be fired by employer if employee would violate the doctrine of the public policy of that particular state or federal statue.
The Covenantal of good faith and fair dealing exception mentioned in the contract means that It is a general presumption that employees and the employer should deal fairly, honestly and with good faith with each other. There should not be any destroy of rights of each other. Employer cannot ripe the benefit on behalf of others.
The two states which recognize these exceptions are California and Alaska.
SHORT ANSWER:
The way to overcome each error mentioned is by 360-degree review method. This review gets the feedback from the several parties such as employees colleagues, senior manager, customers, stakeholders etc.
3). The roles of public human resource managers (HRMs) have drastically change with time. The two NEW roles of public HRMs today are as follows:
1. Professional Developer
2. Employee relationship builder
In the growing environment and the bottleneck competition time there is a need of building the environment which establish the relationship among the employees, with the stakeholders, customers or with the general public. Hence the HR Manager have to look over this and always in action to resolve the conflict if happened.
The professional development or the culture building although is the traditional tool to create a well- defined culture but it should be managed by the employee. As the generation gap exist so to maintain a kind of balance in the organization the HR manager should look for the professional development. It impacts on the mind of the customers and the stakeholders.
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