Employment at Will

Employmentat Will

Employmentat Will

Employmentat Will (EAW) is a violation of the dignity that employees are due aspersons.

Inthe American jobs’ sector, a considerable number of employees aregoverned by EAW regulations, and this mostly occursinthe private industry. On the contrary, government employment iscontrolled by a high standard of accountability. This means thatemployees in the public sector are under certain ethical standardsthat seek to protect their jobs in any eventualities (for example,job loss) (Harcourtet al., 2013).In the public sector, employment breach follows a rigorous timedprocess whereby valid reasons for job termination are given, and aresubject to question. In this paper, I support that EAW is not anethical procedure that should be followed in agreement to a jobcontract. The cons of EAW are discussed below.

Firstand foremost, EAW is aviolationof employees’ rights in the event of contract breach. In mostcases, employees’ grievances are not fully represented, and thisgives the employer an upper hand (Shawet al., 2015).&nbspWerhaneand Radin support that EAW is a doctrine that is extensively utilizedto manipulate the job sector and favor employers. Additionally, inmost cases, the private sector does not have an oversight authoritythat watches over employee’s rights, and so, termination oralteration of employment is not subject to a review process (Lucas,2015). Anemployee may be fired from work, and the reason may never be knownbecause they are denied a legal process to question such unethicaldeeds (BusinessEthics, 2016).

EAWis also a loss to the growth of a business. For example, an employeemay choose to resign from work without any notice to his/heremployers, and therefore, this might lead to an uncountable protocolwhere employers have to quickly replace the vacant job position.

Moreover,for any business enterprise to grow and develop, EAW codes should bedisregarded, and therefore, this means that EAW is a system offailure in most businesses. Employees should feel respected if theyare to work in full potential.

References

BusinessEthics. (2016). Retrieved Aug 8, 2016, fromhttp://phi150.weebly.com/employment-at-will.html

Harcourt,M., Hannay, M., &amp Lam, H. (2013). Distributive justice,employment-at-will and just-cause dismissal.&nbspJournalof business ethics,115(2),311-325.

Lucas,K. (2015). Workplace Dignity: Communicating Inherent, Earned, andRemediated Dignity.&nbspJournalof Management Studies,&nbsp52(5),621-646.

Shaw,W. H., &amp Barry, V. (2015).&nbspMoralissues in business.Cengage Learning.

References

BUSINESSETHICS. (2016). Retrieved Aug 8, 2016, fromhttp://phi150.weebly.com/employment-at-will.html

Harcourt,M., Hannay, M., &amp Lam, H. (2013). Distributive justice,employment-at-will and just-cause dismissal.&nbspJournalof business ethics,115(2),311-325.

Lucas,K. (2015). Workplace Dignity: Communicating Inherent, Earned, andRemediated Dignity.&nbspJournalof Management Studies,&nbsp52(5),621-646.

Shaw,W. H., &amp Barry, V. (2015).&nbspMoralissues in business.Cengage Learning.

EMPLOYMENT AT-WILL

EMPLOYMENTAT-WILL

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Indubitably,the EAW is a contract that exists between an employee and theemployer. The Employment At-Will gives both the employee and theemployer a level playing ground to either get hired by another personor to hire another person. According to Antony, Kacmar &amp Perrewe(2010), it is the obligation of the employee to read and understandthe terms and conditions of an employer before accepting an offer.Therefore, it is not proper to say that employees are not providedthe respect they are due when employers are following the rule of thecontractif the employee voluntarily gets into a convention with all itsconditions,basically they accept any short comings of the contract.

EAWbeing a pactthat is signed by both parties,the employer is bound by it and has to follow the rules whether ornot the rules favor him. Important to note is, that once an employeeand an employer get into EAW, the contract becomes sovereign to thetwo parties. In an occurrence that the employee is the one not beingfavored by the contract, then they should not claim that they are nottreated with the respect they are due. Thepostulates raised by Werhane and Radin that EAW violates the respectof employees are flawed because the contract signed by both partiesmakes everyone liable on their side of the bargain For example, itwould not be acting out of disrespect whenever an employer fires anemployee for an undisclosed reason.Harcourtet al (2013) also argue that the employees would only complain whenthey feel the law is not on their side. Nonetheless, if employeesfeel that they are not being treated with respect they could as wellend the contract as EAW empowers both sides of the divide to end acontract.

Reference

Anthony,W., Kacmar, M., &amp Perrewé, P. (2010) HumanResources Management: A Strategic Approach(6th ed., pp. 463-523). Florida University

Battaglio,R. P., &amp French, P. E. (2016) Public Service Motivation, PublicManagement Reform, and Organizational Socialization PublicPersonnel Management, 45(2), 123-147.doi:10.1177/0091026016644623

Harcourt,M., Hannay, M., &amp Lam, H. (2013) Distributive Justice,Employment-at-Will and Just-Cause Dismissal Journal Of BusinessEthics, 115(2), 311-325. doi:10.1007/s10551-012-1400-9