NewCorp Scenarios Legal Brief - Research Paper Example

However, this is not outlined in the employment documents (Lambert, 2005). Therefore, this gave pat no reason to drop in his performance. He should have tried all the best to ensure the performance in the institution was maintained at high levels. The employer and the institution are not directly involved in family issues and this is not a reason for the drop in performance. Therefore, it was in his interests to ensure the family issues and moving to another city does not affect his performance at work.

However, he left this to affect his performance at work, which was detrimental to his career. According to statutory laws, an employer has the legal rights to hire a worker depending on his or her qualifications. Similarly, the same institution or employer has the rights to terminate the worker without satisfactory results. Therefore, an employee has to make sure he or she is giving satisfactory results in the institution. Apparently, performance is the only indicator that can be used in justifying an employee’s worth in the institution.

Therefore, when an employee is not giving satisfactory results, he is at the helm of disqualification and termination. Since this is an independent entity, it has its rights of disqualifying employees that are not beneficial to the institution. This states the reason behind the pat’s disqualification at the work place. This is clearly indicated in the signed documents, where an employee is terminated when there is unsatisfactory performance. As such, the institution acted upon its jurisdiction to terminate pat, the reason being that Pat’s performance was not pleasing the institution.

Though Pat’s termination at his work place could be justified according to the jurisdiction of the institution, there are several points that should be considered. First, the notice of termination was minute. He was given a short notice of termination, which was not well received by Pat. Secondly, the institution should have given Pat more time to work on his performance. Giving Pat more time should have prepared him to work on his performance in the institution. This would have improved on his performance.

However, it seems the institution had already made a decision to terminate him. Apparently, the institution should have used Pat’s historical performance at the institution and given him another chance. Consequentially, some institutions do not believe in second chances, which ruined his career. Similarly, Pat’s views at the school board meeting should not be used as a scapegoat for disqualification. Second Case Relationships at the work place are highly opposed by many institutions as they constantly affect the work of the employees.

In this case, it is evidently seen that the two employees were affected by their relationship at the work place. To begin with, the employer has to be skeptical about the work relationships. Most employers are not for the idea of dating at the work place. As such, they give stringent punishment to any employees that are found dating at the work place. Though it is hard to control human emotions, relationships at the work place are not accepted by the employers and the institution. Therefore, it was in the jurisdiction of the employer and institution to make a succinct control measure against such relationships in the institution.

This would have lessened the outcome as Paula and Sam would have avoided such a scenario.