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Essay / Research Paper Abstract
A 3 page paper discussing the pitfalls of the at-will employment relationship. Even though at-will is defined as the ability of either the employer or employee to terminate employment at any time for any reason, with or without notice, it is foolish for any business today to terminate an employee for no apparent reason. At-will can operate in an environment of formal policies applied uniformly across the entire company. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: CC6_KShrAt-WillEmp.rtf
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Unformatted sample text from the term paper:
to have an employment-at-will understanding with their employees unless there is a contract that specifically states otherwise. Superficially, the at-will relationship allows either the employer or employee to terminate
employment "at any time, for any reason, and with or without notice" (Howie and Shapero, 2005; p. 21). The actual relationship is almost never as simple as the definition
would imply, however. At-Will vs. Just Cause Termination Of course it is possible for the company to adopt a uniform contract that can
be required for all employees to agree to, but this is a costly step that is not entirely necessary. A valid, useful contract will include such items as beginning
date; term of employment; nature of work; whether there is a probationary period; type of compensation; how and when the employee will be paid; how much vacation and sick leave
is available and when it becomes available; and other details generally now included in a letter offering employment. A contract has an advantage when there are non-compete clauses or
notice of termination by either party is to be stipulated. Otherwise, acceptance of an offered position constitutes agreement to the "contract" stated in the letter offering the position.
Because that letter lists these items already, the act of extending an offer of employment on the part of the company followed in turn
by the candidates acceptance of the offer constitutes a contract between the parties. Though the company operates within an "at-will" framework, it does not have carte blanche to indiscriminately
terminate employees in response to a whim. In our litigious society, the company best have documentation supporting the reasons behind the termination of any employee. Many of the
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