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This 6-page paper provides answers to three essay questions about the at-will doctrine, professional employees and protection for health care workers. Bibliography lists 8 sources.
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6 pages (~225 words per page)
File: AS43_MTatwilemp.rtf
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affect organized labor organizations? The At-Will-Employment doctrine, sometimes just shortened to "at-will employment" states that, in absence of a specific contract between employer
and employee, and also absent a specific time period for a term of employment, an employer can lay off or fire an employee "at will," for pretty much any reason
at all without threat of legal reprisals (Muhl, 2001). The doctrine also points out that, absent a contract or a specifically laid out time period, that an employee can quit
at any time as well - again, without threat of legal reprisal (Muhl, 2001). Legal scholars note that the doctrine of at-will employment
made its appearance during the late 19th century in Horace C. Woods article entitled "Master and Servant" (Standler, 2000). Woods belief was that the burden of proof was on a
"servant" (i.e., employee) to prove the parameters of an indefinite employment period (Standler, 2000). At that time, according to Mauk (1985), the "Woods
Rule" as it was often called, stated that employment-at-will was a benefit to employers during a time of what Mauk dubbed as "laissez-faire expansion," giving employers the right to terminate
an employee "at will," in other words, whenever the employer decided. Basically, the doctrine seemed to protect the employer from being sued if he decided to "dismiss their employees at
will . . . for good cause, for no cause . . . without being thereby guilty of legal wrong" as was quoted in the Payne v Western & Atlantic
Railroad Co. case of 1884 (Standler, 2000). During the first part of the 20th century, the U.S. Supreme Court supported individual freedom
...