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BUS 311 BUS311 BUS/311 Week 5 Final Paper

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BUS 311 BUS311 BUS/311 Week 5 Final Paper

The at-will employment doctrine “employment at-will means that employers are able to terminate ones employment at any time, for any cause – with or without notice. (Rogers, S. 2012) was put into place to protect both the employee and the employer.
By making the employment at-will both the employer and employee can void the contract at any time without repercussions.The “Employment At Will”Doctrine was created in the US in the late 1800’s.
This Doctrinewas favored by employers since it gave them extreme freedom to run their business as they saw fit and protected them by the courts at the same time.

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BUS 311 BUS311 BUS/311 Week 5 Final Paper

The at-will employment doctrine “employment at-will means that employers are able to terminate ones employment at any time, for any cause – with or without notice. (Rogers, S. 2012) was put into place to protect both the employee and the employer.
By making the employment at-will both the employer and employee can void the contract at any time without repercussions.The “Employment At Will”Doctrine was created in the US in the late 1800’s.
This Doctrinewas favored by employers since it gave them extreme freedom to run their business as they saw fit and protected them by the courts at the same time.
As with most things that have too much freedom, abuses occurred that eventually gave rise to employee’s up-rising by joining unions.Due to this and the Civil Rights laws implemented in the 1960’s, companies started documenting their policies regarding how, why, and when an employee could be terminated.
The courts then heldcompanies accountable for following their employee manuals which in recent times have made companies scrutinize their manuals very closely and frequently” (Butsch, R., & Kleiner, B. H. 1997)
Many people assume that with the at-will doctrine being put into place would stop employers from taking advantage and still fire people at any time, whenever they felt like it leaving that employee floundering with unexpected loss of income.
That assumption is only half right; the At-will doctrine means that an employee can leave also whenever they want leaving that employee shorthanded and possibly causing that employer money as well as time.
There are both pros and cons to both sides when it comes to the at-will doctrine and this paper will give you examples of forboth sides. For employers when dealing with the at-will doctrine there are so very basic benefits that all employers believe should just naturally be their right.
When you hire a n employee with a contract you cannot fire them for a set period of time without having to worry about a lawsuit, so if that person is for instance a low producer in a sales department driven by production then the
READY AIM FIRE3employee just has to wait out the contract before acting on their displeasure and terminating the lowproducer.
With the at-will doctrine sales jobs that are driven by production would not have a hiring contract but would hire all sells associates to employment at will and can therefore make productiona term of continued employment, and are therefore protected from any wrongful termination law suits.
Employers are also able to use this doctrine in the event that the company is at a state that would cause them to have to make budget cuts, downsize or eliminate positions in order to stay solvent, they can do so without worry of a class action suit for wrongful termination.
This benefit ofthe at-will doctrine has come in handy to large corporations suffering in a bad economy that need todownsize and let go of long time employees with good work records that have very large salaries.

BUS 311 BUS311 BUS/311 Week 5 Final Paper

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