There are few apparent advantages for employers using an at-will employment relationship. First of all, the employers can terminate an employee at any time for any reason, with none legal liability, except the reason is illegal. As a result, employers can depend on their need to arbitrary hire and fire the employees for their emerging future projects. This is an advantage for the small company to effectively control their finance. Second, the employers are able to change the employment relationship’s terms without notice. It means the employers are able to adjust their employees’ wages, terminate benefits, or paid time off base on the revenue of the company. Third, the company can reserve the right to modify policies and procedures at any
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Since the at-will employment relationship is favored over both employers and employees’ job security, so the employees can leave their job at any time for any reason as well. The unstable environment in the company will create a culture of fear for employees then seriously affect their performance then it will cause the company struggle financially. Although the at-will is a legal presumption, the practice is only legally permissible if an employment relationship is not bound by a formal, written contract. Therefore, in order to reduce the wrongful discharge lawsuits, many federal provisions have been introduced to protect employees from the at-will. For instance, the employers cannot terminate their employees under the Title VII of the Civil Rights Act, the Occupational Safety and Health Act and the Family Medical Leave Act. Also, they need to follow the Equal Employment Opportunity Commission’s Uniform Guidelines on Employee Selection Procedures. As a result, even though the at-will policy is implementing in many businesses, the policy has not become more convenient between employment relationships. In fact, the businesses still need to have a formal process of termination to avoid to become a victim in wrongful discharge
Since the at-will employment relationship is favored over both employers and employees’ job security, so the employees can leave their job at any time for any reason as well. The unstable environment in the company will create a culture of fear for employees then seriously affect their performance then it will cause the company struggle financially. Although the at-will is a legal presumption, the practice is only legally permissible if an employment relationship is not bound by a formal, written contract. Therefore, in order to reduce the wrongful discharge lawsuits, many federal provisions have been introduced to protect employees from the at-will. For instance, the employers cannot terminate their employees under the Title VII of the Civil Rights Act, the Occupational Safety and Health Act and the Family Medical Leave Act. Also, they need to follow the Equal Employment Opportunity Commission’s Uniform Guidelines on Employee Selection Procedures. As a result, even though the at-will policy is implementing in many businesses, the policy has not become more convenient between employment relationships. In fact, the businesses still need to have a formal process of termination to avoid to become a victim in wrongful discharge