In most states, the law assumes that private sector workers are hired "at-will. The employment-at-will doctrine provides that mutually the boss and the employee can end the service relationship at any time minus notification or cause. Such means the manager has the mandate to dismiss the employee any time for any reason or no reason at all or a bad motive, provided the reason is not unlawful - even if one’s performance has been exceptional (Muhl, 2001). On the other hand, an employee can resign from a job for any reason any time. He or she cannot be forced to work for the boss. An employee does not need to give a reason for quitting.
At-will employment is used in U.S. labor law for contractual relationships in which an employee can be dismissed …show more content…
The law of Sarbanes-Oxley law of whistleblowers has a provision for protecting corporate whistleblowers for giving information about all sorts of frauds such as fraud in security, shareholder, banking fraud, an abuse of any SEC decree or mailing fraud. Such owes to the condition that the employee must not display in any way that an actual violation ensued provided the employee rationally is confident that the desecration is likely to occur (Moberly, …show more content…
(2002). "Making It Right: Sweatshops, Ethics, and Retailer Responsibility." Chain Store Age. Retrieved from http://www.referenceforbusiness.com/management/Str- Ti/Sweatshops.html#ixzz3qFKmDsUi
Moberly, R. (2007). Unfulfilled expectations: An empirical analysis of why Sarbanes-Oxley whistleblowers rarely win. William & Mary Law Review, 49, 65.
Muhl, C. J. (2001). Employment-at-Will Doctrine: Three Major Exceptions, The. Monthly Lab. Rev., 124, 3.
Price, Danielle. Occupational safety management and engineering. New York: Prentice Hall, 2000.
Rapp, G. C. (2007). Beyond protection: invigorating incentives for Sarbanes-Oxley corporate and securities fraud whistleblowers. Boston University Law Review, 87, 91.
Reese, Chris. Occupational health and safety management: A practical approach. New Jersey. 2008
Steinberg, M. I., & Kaufman, S. A. (2004). Minimizing corporate liability exposure when the whistle blows in the post Sarbanes-Oxley era. J. Corp. L., 30,
At-will employment is used in U.S. labor law for contractual relationships in which an employee can be dismissed …show more content…
The law of Sarbanes-Oxley law of whistleblowers has a provision for protecting corporate whistleblowers for giving information about all sorts of frauds such as fraud in security, shareholder, banking fraud, an abuse of any SEC decree or mailing fraud. Such owes to the condition that the employee must not display in any way that an actual violation ensued provided the employee rationally is confident that the desecration is likely to occur (Moberly, …show more content…
(2002). "Making It Right: Sweatshops, Ethics, and Retailer Responsibility." Chain Store Age. Retrieved from http://www.referenceforbusiness.com/management/Str- Ti/Sweatshops.html#ixzz3qFKmDsUi
Moberly, R. (2007). Unfulfilled expectations: An empirical analysis of why Sarbanes-Oxley whistleblowers rarely win. William & Mary Law Review, 49, 65.
Muhl, C. J. (2001). Employment-at-Will Doctrine: Three Major Exceptions, The. Monthly Lab. Rev., 124, 3.
Price, Danielle. Occupational safety management and engineering. New York: Prentice Hall, 2000.
Rapp, G. C. (2007). Beyond protection: invigorating incentives for Sarbanes-Oxley corporate and securities fraud whistleblowers. Boston University Law Review, 87, 91.
Reese, Chris. Occupational health and safety management: A practical approach. New Jersey. 2008
Steinberg, M. I., & Kaufman, S. A. (2004). Minimizing corporate liability exposure when the whistle blows in the post Sarbanes-Oxley era. J. Corp. L., 30,