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Employment-At-Will Doctrine
Deborah Lumpkin
Dr. Boneita Campbell LEG 500- Law, Ethics and Government Strayer University November 9, 2015

Abstract
The purpose of this paper is to analyze the employment-at-will doctrine and determine what, if any, exceptions and liabilities exist in the state of Alabama, before taking action on current personnel issues
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Employment-At-Will-Doctrine

Employment-At-Will-Analysis and Definition
In this paper, we will discuss the Employment-At-Will Doctrine. We will then evaluate three scenarios described by determining two things: 1) Whether we can legally fire the employee; and 2) what primary action(s) should be taken to limit liability and impact on operations. We will specify the ethical theory that best supports our decision. Finally, we will examine Alabama’s policy on employment-at-will and provide an actual example where an employer or employee utilized the employment-at-will doctrine within the last five (5) years.
Definition of Employment-At-Will Employment-at-will is a legal rule that developed in the nineteenth century, giving employer’s unfettered power to “dismiss their employees at will for good cause, for no cause, or even for cause morally wrong, without being thereby guilty of a legal wrong.” The economic philosophy of laissez-faire provided theoretical support for employment-at-will. Its legal underpinnings consisted mainly of “freedom of contract,” the idea that individuals are free to choose how to dispose of what they own, including their labor, as they see fit, and that the voluntary contractual promises they make are legitimately enforceable (Halbert & Ingulli, 2010, p. 49).
There are exceptions to the rules. The earliest adjustments to the doctrine of employment-at-will

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