Workplace Law

Workplace Law
As per the text, employment at will is a concept that not only give employers the power to discharge a worker due to any reason or without no reason at all, but it also gives them the power to change employment terms except when specific exceptions cover employees. The same case applies to employees as they can also cease from going to their jobs without any reason. Employment at will appears as if it provides employers with free supremacy to terminate employment at their wish, but this is not the case as “wrongful termination” is the main exemption to this kind of employment (Goodman & French, 2011). According to Howe (2013), employees in the US, devoid of a written contract of employment may be discharged for bad, good, or no reasons except when the judiciary intervene to prevent these wrongful dismissals. The text goes further to point out that employers are obliged to reveal the causes of dismissal whether good or bad. This is supported by Goodman & French (2011), who pointed out in their research that the employers should define reasons for employment termination. Additionally, employees should be made aware of their dismissal dates plus the reasons.
On the other hand, Wrongful discharge is a circumstance in which an employee is discharged from work, and his/her dismissal is against the terms of the contract or employment statute. As per the text, “wrongful termination” is a rule that requires proof of how the employee acted against the agreement or violate the policies of the state.

Wrongful discharge includes firing of an employee who reported harassment from senior staff (Acharya, Baghai & Subramanian, 2013). Employment termination as per employee at will can only fit wrong discharge if an employee is fired because of retaliation, discrimination, workers’ declination to submit to an unlawful activity and when the employer is acting contrary to the termination procedures of the company (Carle, 2012). The HR departments should be in the forefront in advocating for employees’ rights to reduce discrimination. This is contrary to the preceding text as the writer reveals what he/she went through while seeking for justice. In the years to come, the changing conditions of employment will keep on changing. Adherents as well as critics to the “at will employment” should be ready to examine the decision of the courts.

References
Acharya, V. V., Baghai, R. P., & Subramanian, K. V. (2013). Wrongful discharge laws and innovation. The Review of Financial Studies, 27(1), 301-346.
Carle, S. (2012). Employment discrimination.
Goodman, D., & French, E. (2011). Assessing the Temporary Use of At-will Employment for Reorganization and Workforce Reduction in Mississippi State GovernmentReview of Public Personnel Administration – Doug Goodman, P. Edward French, 2011. Journals.sagepub.com. Retrieved 9 January 2018, from http://journals.sagepub.com/doi/abs/10.1177/0734371X11408704?journalCode=ropaHowe. (2013). Poles Apart? The Contestation between the Ideas of No-Fault Dismissal and Unfair Dismissal for Protecting Job Security. Retrieved 9 January 2018, from https://www.researchgate.net/publication/275084954_Poles_Apart_The_Contestation_between_the_Ideas_of_N