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At-Will Employment

At-Will Employment

At-Will Employment

In tIn the employment-at-will principle, an employer can terminate an employee for no reason. Employers can terminate employees for reasons violating federal, state, or unfair regulations (Hotfelder, 2021). Employment at will implies that employers can fire an employee whenever, for any reason, or without any specific cause. Discrimination at work is why the  Civil Rights Act was put in place to protect employees’ rights against workplace discrimination. Also, laws are in place for protection from being terminated based on the race, color, religion, sex, or national origin of an individual (Roger, 2012). Laws safeguard people during the recruiting process while interviewing and individuals seeking a promotion. Large corporations predominantly uphold this demonstration with at least fifteen employees for quite a long time during the scheduled year. For instance, my employer profoundly encourages recruiting diverse candidates and post-work regulations in the breakrooms to bring mindfulness among the business employees and inform them of their rights.

I do not believe allowing employees to terminate employees without a substantial reason is reasonable. Completing individuals unjustifiably leaves them disheartened and cause them difficulties during their career. Likewise, I think that everyone merits an opportunity to be trained to learn different concepts and position capabilities. Individuals should be provided a grace period based on the training program offered. In situations where the required standards are not met, it would give the employer a sufficient reason for terminating them.

In the past, I worked for a major utility company in Georgia and have not experienced terminating an individual improperly. Most of the terminations involved falsification of documents or employees not following policies and procedures. This employer has systems and processes that must be followed to avoid discrimination and improper termination. Once the proper documentation is submitted, it is reviewed by an HR professional to ensure an appropriate protocol is followed to avoid legal action.


Hotfelder, A. (2021). Employment law firms: What you can’t force someone for. Retrieved from

Rogers, S.  (2012). Essentials of business law. Bridgepoint Education.


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At-Will Employment

At-Will Employment

What are your views about at-will employment? Do you think labor laws need to be created to
further cushion the impact of at-will engagement upon the American worker? Do you think it
makes sense to expand the number of protected categories of workers in the workplace?
Why or why not?

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