The company must issue him a final warning but

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matter directly with Bill in a private manner. The company must issue him a final warning but showing their disappointment of his decision making to apply company resources to personally benefit himself by operating a side business. If he uses the organization resources again for his
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EMPLOYMENT AT WILL DOCTRINE 5 personal benefits, terminating him of his services will be an appropriate course of action and is within the legal terms. 4. After being disciplined for criticizing a customer in an email (sent from his personal email account on a company computer), Joe threatens to sue the company for invasion of privacy. There is no way that Joe will be able to handle this situation. The major reason behind this is that the email was sent through the computer that is the property of our company and via company internet network. He cannot prove that the company has invaded his privacy as he used all the resources of the company for his personal use. There have been many other cases previously reported where the emails have been sent using employer equipment and Internet resources that went again employee when they sued the organization. For example the case of v. Petrovich Development Com (Bussing, 2011). As the COO of the company, I believe that we should first discuss the situation with Joe on one-to-one basis and since he has threatened a lawsuit against the company, the first and final warning must be issued to him. If the company policy is violated again, he should be terminated on immediate basis. This condition is well within the legal rights of Employment-At-Will doctrine in Kentucky and it should be written formally and placed in Joe’s file. 5. One of the department supervisors requests your approval to fire his secretary for insubordination. Since the secretary has always received glowing reviews, you call her into your office and determine that she has refused to prepare false expense reports for her boss. Since the company does not have a Whistleblower Policy, it will be quite difficult to soar up the claims of the secretary. It is important, that she should be asked to provide any proofs of the claims that she has made and if she knows that the secretary has falsified any expense reports
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EMPLOYMENT AT WILL DOCTRINE 6 previously. The next course of action should be to design an expense audit report on a company wide basis. It is important that this process must be incorporated into the regular procedures of our company and must be documented well in the company handbook. It is important that before we offer Initial Public Offering, there should be no false records or audit reports completed by the employees. If the audit, does not prove that the supervisor report is correct, then his complaints must be clearly mentioned in his file for the future.
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