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Employment -at- Will Doctrine

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Student: Anonymous
Class: LEGAL 500 - LAW ETHICS AND COROPATE GOVERNMENT
Date Due: November 2, 2013

EMPLOYMENT -AT- WILL DOCTRINE

TABLE OF CONTENTS
Employment -At-Will Doctrine……..............................................................................p1
Exceptions to Employment-At-Will………..…………………………………….……p2
Case Scenario Evaluations…………………………………………………….……....p3
Recommendations CEO……………………………………………………………….p5
References /Academic Resources……………………………..………………………p7

EMPLOYMENT -AT-WILL DOCTRINE
In this paper, I will summarize the employment-at-will doctrine in the United States. I will evaluate the following situations:
• Summarize the employment-at-will doctrine and evaluate each of the eight (8) scenarios described by determining:
• Whether you can legally fire the employee; include an assessment of any pertinent exceptions to the employment-at-will doctrine.
• What action you should take to limit liability and impact on operations; specify which ethical theory best supports your decision.
• Take a position on whether or not you would recommend to the Chief Executive Officer (CEO) that the company adopt a whistleblower policy. Support the position.
• Justify at least three (3) fundamental items that should be included in a whistleblower policy. Provide a rationale for your selection of each of the three (3) recommended items.
THE AT-WILL PRESUMPTION
Employment relationships are presumed to be “at-will” in all U.S. states except Montana. The U.S. is one of a handful of countries where employment is predominantly at-will. Most countries throughout the world allow employers to dismiss employees only for cause. Some reasons given for our retention of the at-will presumption include respect for freedom of contract, employer deference, and the belief that both employers and...

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