Employment-At-Will- Doctrine
Strayer University

January 22nd 2014

Employment-At-Will –Doctrine is the doctrine in American law, which can be summarize as either party with reason or without any reason can terminate the employment relationship.
In recent years, private employment in the United States has traditionally been governed by employment-at- will” which is known as (EAW), which provides for minimum regulation of employment practices. It allows either the employer or employee to terminate the employment relationship at any time for any reason or no reason at all. The Employment- At-Will doctrine does protect the employee from being discharged from a company, based on, race, gender, age, disability, national origin, color, religion, sex, age, or disability. (Halbert & Inguli, 2012, P.49) “ At least 55%of all employees and managers in the private sector today in the United States are “at-will” employees”. (Radin, T. J., & Werhane, P. H. (2003). As an astute manager of the company, I will make the decision based on following scenarios, as the rules of employment-At- Will.
John posted a rant on his Facebook page in which he criticized the company’s most important customer. John must be fired from the company as he leaked the critical information about the client on social media, which is unacceptable in the company. To prior hiring, he signed a confidentiality agreement clearly stating that, it is against the company policy to speak against any customer of the organization publicly or in media.
Jim sent an email to other salespeople protesting a change in commission schedules and bonuses and suggesting everyone to boycott the next sales meeting. This situation is something that needs to be discussed personally and warned other salespeople must attend the next sales meeting. Jim activity is under the law and every employee