Employment-At-Will Business Assignment Help

Employment-At-Will Business Assignment Help Employment-At-Will

At-will employment is a doctrine of American law that defines an employment relationship in which a party can break the relationship with no liability. It means an employer or a company can terminate an employees as well workers at any time for any cause. So, the employers are not required to provide notice when terminating an at-will employee (Pozgar, 2004). Additionally, this doctrine act also states that an employer can change the terms of the employment relationship with no notice and no consequences (Perritt, 2006).

Along with this assignment help, it is also noted down that this doctrine act can influence HRM systems, processes and procedures positively or negatively. Additionally, this act can influence the decisions of an employer to keep employees who fit their job requirements and terminate employees who don’t fit the company (Pozgar, 2004). On the other hand, an employer can use the at-will policy to make employment decisions, but when it uses this right to fire without cause carelessly, the decision can adversely impact recruitment. In this way, it affects recruitment processes and procedures (Cahuc & Zylberberg, 2004).

Exceptions to Employment at Will In Terms Of Public Policy Generally, the most widely recognized common law exceptions to employment at will in terms of public policy protects workers against adverse employment actions that violate a public interest. Additionally, under the public-policy exception to employment at will, an employee is wrongfully discharged when the termination is against an explicit, well-established public policy of the State (Perritt, 2006). For example, in most of States, an employer or a company cannot terminate an employee for filing a worker’s compensation claim after being injured on the job or for refusing to break the law at the request of the employer. Hence, the public policy exception holds that an at-will employee cannot be terminated if such termination would be countered to public policy (Cahuc & Zylberberg, 2004). References Cahuc, P. & Zylberberg, A. (2004). Labor Economics. USA: MIT Press. Perritt, H.H. (2006). Employee Dismissal Law and Practice. USA: Aspen Publishers Online, Pozgar, G.D. (2004). Legal Aspects of Health Care Administration. UK: Jones & Bartlett Learning. Please e-mail us your assignment and get best and original business and law assignment help from our assignment experts info@www.assignmenthelpexperts.com