Reference no: EM131765501

In a scenario where serving the patients is utmost critical, the hospital and Healthcare industry cannot afford to wait for the legal proceedings to get over before they are in the position to terminate an employee for whatsoever reason. Taking care of the patients and serving them to the best of the abilities has always been the goal of this industry. However, there are times when the operational efficiency of the Hospital decreases when few employees fail to either adhere to the policies of the general working of the Hospital or commit such errors that can cause deterrence to treating the patients effectively or could even impacts the other stakeholders of the Organization in an adverse way. Therefore, in this demanding industry, the only way to safeguard the interests of all the stakeholders is to apply ‘employment at will’ option that could save a considerable time in justifying the reasons for the termination of an employee or from getting itself involved in vicious legal battle that may delay the decisions in the Organization. In Hospital industry, time is a crucial factor in saving lives of the people and the Human Resource Team can hence not dedicate a significant portion of time in simply sorting out the administrative requirements which could eventually lead to medical care neglect towards the patients due to the Hospital’s involvement more into the Administrative duty than to the functional ones. ‘Employment at will’ further ensures that the Hospital do not incur undue financial loss simply in proving its stance for the termination. The industry needs its freedom to choose which employees could facilitate their healthcare activities and who among them could only add debts in one way or the other to the Organization. The same holds true for the employees to whom we grant the option as well to walk of the Organization at any point of time when they feel their expectations are not matching with that of the Hospital’s. It is hence rather a mutual give-and-take relationship and none is actually ruling over the other. We are all sailing in the same boat. If the employer’s expectations match with that of the employee’s, both enter into the employment contract while if one of the party is unsatisfied, then such a party has the option of backing out from the contract. Therefore, in our case, injustice was not done to Mr. Con Fused. He probably took the matter in an emotional way rather than pragmatically thinking over it.

References:Cross, F., & Miller, R., (2018), The Legal Environment of Business, Tenth Edition,Cengage Learning

My teachers question I need to answer about my post

If a hospital (or any business for that matter) makes "corrections" as soon as a lawsuit is filed against them, can a plaintiff use that as "evidence" of negligence against the defendant?