Employer Rights in At Will Contracts

Legal and Ethical Issues in Healthcare

Given the situation, it appears that the employer did take the correct steps in terminating the medical assistant. The medical assistant was given a verbal warning for making errors in documenting patients' charts, and then placed on a corrective action plan that included mandatory training on proper documentation methods. However, the medical assistant did not comply with the corrective action plan, and so the employer was justified in terminating the relationship with the employee.

Employers are typically required to follow a progressive discipline process, which involves warning the employee of the issue, providing training or coaching to improve performance, and giving the employee a chance to correct the behavior before termination. In this case, it looks as though the employer followed this process by providing a verbal warning and a corrective action plan that included training. It was the employee’s failure to follow the corrective action plan that resulted in termination.

If an employee fails to comply with the corrective action plan, the employer may be justified in terminating their employment (Muhl, 2001). However, it's important to note that the specifics of the situation can impact the outcome. For example, if the medical assistant was unable to comply with the corrective action plan due to a medical condition or other extenuating circumstances, the employer may need to provide additional support or accommodations to help the employee meet the expectations.

The medical assistant may have the right to challenge the termination of employment based on due process if she believes that the employer did not follow proper procedures or violated her rights. However, the specific legal requirements for due process may vary depending on the jurisdiction and the terms of the medical assistant's employment contract. At will employment contracts do not stipulate that the employer give a reason for terminating the employment relationship.

Generally, employees have a right to due process, which includes notice of the reasons for termination and an opportunity to be heard. If the medical assistant was not given a clear explanation for why she was terminated, or if she was not given an opportunity to respond to the allegations or provide evidence to support her case, she may have grounds to challenge the termination. It's important to consult with an employment law attorney to understand the specific legal requirements and options in this situation.

The medical assistant may have the right to challenge the termination of employment based on due process if she believes that the employer did not follow proper procedures or violated her rights. However, the specific legal requirements for due process may vary depending on the jurisdiction and the terms of the medical assistant's employment contract. It is also not clear in this case whether due process was followed.