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This is a 3 page paper that provides an overview of business law. Emphasis is placed upon the legal considerations of at will employment and cases are cited. Bibliography lists 2 sources.
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3 pages (~225 words per page)
File: KW60_KFbizlw2.doc
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a traveling fabric salesman. The question here is if Edgar Robinson wrongly terminated Arthur Browne or simply followed the at will employment option that is granted to him.
The at will employment states that both parties of an employment agreement have the right to terminate that employment at any time with no
reason given and with no liabilities taken (Muhl, 2001; Standler, 2000). There are several exceptions to this rule. A good faith agreement is one such exception to the at will
employment. If there is reasonable cause for a good faith agreement such as a verbal contract or implied agreement then the parties cannot use the at will employment option (Muhl,
2001). In this case a clear exception was given when Robinson agreed to hire Arthur Browne for a trial period of one year creating a verbal contract of good faith.
Such a decision was first laid out in California in the case of Lawrence M. Cleary V American Airlines, Inc. As an employee
of American Airlines, Lawrence M. Cleary was fired without being given a reason after 18 years of employment. Due to the length of employment there was enough evidence to support
that there was a good faith agreement between employer and employee and that a reason had to be given for termination. American Airlines, Inc. was found to have violated that
agreement and had wrongfully terminated Mr. Cleary. I believe that Arthur Browne was wrongfully terminated by his employer. The defendant violated the verbal contract that was made between himself
and the plaintiff. The agreement was that there would be a probationary period for Arthur Browne. That period was to be for one year. While Edgar Robinson claims that the
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