Termination Of Employment At Will
The term employment at will states that the employer has the right to fire an employee for good reason, or for no reason at all. Bad reasons like discrimination or retaliation do not count, and is punishable by the law. The termination can be revoked by the law as well. But it’s not the employer we’re after, but the employee. Employment at will states that the employee can also break off the contract.
The employee can have a good reason or a personal reason for quitting the job. Whether that reason is good enough, it is his. But since the employee is the one dependent on the employer for his pay, it is usually the employer who has the power to terminate the employee more than the employee terminating his own contract. This sort of “oppression” is confirmed by the courts, and this insecurity on their tenure sometimes disturbs employees.
The employee however, may resist being terminated on certain grounds that could break the employee rights. In example, the presence of an administrative rule can restrict the employer from simply firing people left and right. If a worker is sent to do a dangerous life-threatening task outside his job description, that is not a reason for the employer to fire him.
Even if the employee does get fired through the employer’s whims, the employer is required to pay compensation and severance. This is one limiter that prevents employers from indiscriminately terminating a person’s contracts.
There is another rule that is put into place and is known by all. That rule is the covenant of good faith and fair dealing that states any employer is required to provide a legitimate and good enough reason to dismiss an employee. With laws like these in place, the employee can be safe from random termination and can sweep his worries away.
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