Pros And Cons Of At-Will-Employment Law

The At-Will-Employment law was written in 1877 to counteract and sabotage the 1863 Emancipation Proclamation, or the freeing of the slaves; the At-Will-Law was implemented to entrapment uneducated slaves back into slavery.Sadly, much of the nation still recognizes the antiquated law Consequently, the deceptive and cruel practice hasn't changed. Recent studies established that the At-Will-Employment Law is highly abused in the corporate world. Similar, the law endorses oppression, promotes division, discrimination and hate towards those that are different. The At-Will-Law allows companies to hire employees base on their merits; then fire them for no reason at all. In addition, employers still have the power to unfairly change the terms of the employment relationship without notice or consequences. They also can decrease wages, benefits terminated, or reduce the paid time off; leaving their employees

One, a well-established public policy of a State. For example, if an employee that filed for workers’ compensation he or she cannot be terminated after being injured at their place of employment. Second, the implied-contract exception, the employer must follow their specific procedures before disciplining or terminating an employee; in accordance with the company’s written policies and procedure; and the employee handbook, written agreements, and contract. Third, the covenant-of-good-faith exception. The exception is seen in employees that have longevity in a company and worked faithfully for many, with a promise of retirement benefits. The employer can be sued for breach of a covenant of good faith and fair dealing. The courts assess the employer's reasons termination, the longevity of the employee’s service, the company’s cause or reason for termination. In these claims, the employer can’t fire the employee without good cause. Lawrence M. Cleary v. American Airlines, Inc, Kmart Corporation v.