What is needed for an employee to have implied authority?

For an employee to have implied authority, there must be a pattern of behavior or prior instances where the principal has allowed the employee to perform certain tasks or make decisions in a similar context. Implied authority arises from the circumstances surrounding a previous course of dealings or the general nature of the role or position the employee holds, rather than needing explicit permission or instruction each time.

When an employee has acted in a certain manner before, and this has been accepted or condoned by the principal, it can be assumed that they continue to have that authority unless told otherwise. This concept allows for flexibility and efficiency in business operations, as employees are often required to make on-the-spot decisions or take actions that are consistent with what they have previously been allowed to do.

The other options suggest specific scenarios that do not align with the concept of implied authority. Written permission pertains to express authority, direct orders pertain to specific tasks without implying a broader authority, and formal training does not necessarily indicate that the authority to act is understood or established through prior actions.