Wednesday, 30 April 2014

Assignment 1: Employment-At-Will Doctrine

Assignment 1: Employment-At-Will Doctrine



Employment-At-Will Doctrine Summary and Evaluation of the Eight Scenarios Most workers in the United States believe that an effective job performance should be rewarded and recognized with motivators such as job security. Despite this perception, the employees’ expectation that they will not be relieved from their job in case of low productivity has been diminished by massive lay off of workers in the recent years. Nearing the end of 19th Century, it had been legal to terminate employment by either the employer or the employee for any reason (Halbert & Ingulli, 2012). The employment-at-will doctrine states that where an employee does not have any written employment contract and the employment term is indefinite then the employer can terminate the worker for good cause, bad cause, or no cause at all. Initially, the courts view on employee-employer relationship is that of equal footing as far as bargaining power is concerned. The employment-at-will doctrine stipulates that an individual should have a free will to enter in a particular employment contract.


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