Employment-at-will issue
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Employment-at-will issue

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Published by Bureau of National Affairs in Washington, D.C .
Written in English


  • Employees -- Dismissal of -- United States,
  • Employees -- Dismissal of -- Law and legislation -- United States,
  • Personnel management

Book details:

Edition Notes

Bibliography: p. 81-85

StatementLabor Special Projects Unit
SeriesBNA special report, BNA special report
ContributionsBureau of National Affairs (Washington, D.C.). Labor Special Projects Unit
The Physical Object
Paginationiii, 96 p. ;
Number of Pages96
ID Numbers
Open LibraryOL17932423M

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Many small employers and, especially, their CEOs believe "employment at will" allows them to fire a worker for just about any reason. The truth isn't that simple. Employers need more of a reason.   Leonard Shlain’s wonderful book The Alphabet Versus the discussion that is based on the issue at hand, in context. in the U.S. is captured in a doctrine known as Employment at Will. It. Theoretically, you do NOT have to sign the at-will agreement. Courts have consistently held that the employer can terminate you or even refuse to hire you if you refuse to sign the at-will agreement, however. However, good employers know that doing so would be wasteful, and that firing people abruptly and without good cause serves no purpose. COVID Resources. Reliable information about the coronavirus (COVID) is available from the World Health Organization (current situation, international travel).Numerous and frequently-updated resource results are available from this ’s WebJunction has pulled together information and resources to assist library staff as they consider how to handle coronavirus.

  Employment at will means an employee can be terminated at any time without any reason, explanation, or warning. It also means an employee can quit at any time for any reason – or no reason at all. At-will employment has grown increasingly more popular over time. This type of employment involves a great deal of flexibility for both the. In essence, employment at-will--a term that is music in the ears of most employers--is under attack. This paper seeks to address the solvency of the employment at-will doctrine in the state of Mississippi. Recent court cases and rulings will be addressed to determine and suggest the . The law generally presumes that you are employed at will unless you can prove otherwise, usually through written documents relating to your employment or oral statements your employer has made. Employment Documents. Many employers take pains to point out, in their written policies, applications, handbooks, job evaluations, or other employment. Employment at Will. One of the things that everyone wants from their job is security. But, with the exception of a relative few in the job market, security is something most employees do not have. This is because they are “at will” employees. This arrangement means that a company has the right to terminate your employment at any time for.

In addition to providing specific guidance for employers facing the employment at-will issue, the article's analysis and discussion illustrates a general approach that has relevance wherever. At-will employment describes the employment relationship between employers and employees in nearly every state. Through at-will employment, both the employee and the employer are able to terminate employment at any time. The employment can end at the discretion of either party at any time, with or without cause, and with or without : Susan M. Heathfield. At-will employment is a term used in U.S. labor law for contractual relationships in which an employee can be dismissed by an employer for any reason (that is, without having to establish "just cause" for termination), and without warning, as long as the reason is not illegal (e.g. firing because of the employee's race or religion). When an employee is acknowledged as being hired "at will.   Courts have rationalized at-will employment by arguing that it creates a mutual balance in the employment relationship. As the US Supreme Court noted in , “the right of the employee to quit the service of the employer, for whatever reason, is the same as the right of the employer, for whatever reason, to dispense with the services of such.