Business Finance Homework Help

There are two discussion post. i have to reply them based on their answer to the discussion board question. i have to reply my opinion based on their answer to that discussion board question.

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Define employment-at-will and discuss how wrongful discharge, just cause, and due process is interrelated. Is your state an employment-at-will state?

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Person 1 post; rupa

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Employment at will (EAW) refer to a common law doctrine that states employers right to hire, fire, transfer or demote employees of their choice unless the existence of law or contract to the contrary (Valentine et al., 2020). Moreover, employees have the right to leave the job at any time with or without notice. This doctrine basically states that there is not permanent employment contract between employees and organization. Nevertheless, this doctrine prohibits employers to use the factors such as age, disabilities, color, sex, religion, national origin, race as the basis of termination.

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Wrongful discharge means being terminated for an illegal or improper reason or the reason that involve violation of federal anti-discrimination laws or contraction breach. Therefore, employer need to provide handbook, train managers and maintain necessary documentation to prevent wrongful discharge. EAW and wrongful discharge are interrelated as one has to be very careful and cautious while practicing EAW, otherwise they might incur liabilities of wrongful discharge.

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Just cause refers to a reasonable justification required while taking actions related to employment. In order for the cause to be just, the disciplinary action must be centered on facts. Even though, EAW states no requirement for justification for termination, Just Cause needs the justification to be fair and based on facts. In case of violation of just cause can lead to legal action.

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Similar to just cause, due process is connected to fairness. It states that employers should be fair in terms of disciplinary actions or termination of an employee. It demands ethical and respectful treatment towards employees. It involves two principles i.e. employees need to know their alleged misconduct or performance deficiencies and employees must be provided an opportunity to respond to these allegations before any decisions are imposed (Valentine et al., 2020).

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Yes, Texas is an employment-at-will state.

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References

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Jackson, J., Mathis, R., Meglsich, P., Valentine, S. (2020). Human Resource Management. Cengage Learning, Inc.

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Person 2 post: summer

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Define employment-at-will and discuss how wrongful discharge, just cause, and due process is interrelated. Is your state an employment-at-will state?

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Employment at Will refers to an employer’s ability to terminate employment for any reason and at any time as long as the reason is not illegal without any legal recourse due to the dismissal. Furthermore, the employee may terminate their employment at any time and for any reason as well. While an employer has the ability to terminate the employment relationship at anytime the choice to move forward with severing employment must not be wrongful, have just cause and followed a certain degree of due process. These terms are interrelated because they all focus on the protection of the employee and ensure the employer is operating from a just and fair platform. While employment-at-will states there does not need to be cause, an employer will still need to defend their termination choice if an employee feels that they were wrongfully discharged and the entire termination process was done so from an illegal, unjust or perhaps discriminatory or whistle-blowing objective. My state of Michigan is an at-will state. However, this research student’s organization is highly unionized so most employment relationships are under bargaining unit contracts which further dictates the necessary actions that must be taken prior to reaching the termination of an employee. The non-bargaining unit employees, mostly administrative and management classifications could be handled more with an at-will mindset yet as an organization it is well documented of the policy and practice for termination, the steps we will follow in disciplinary action as well as what would be considered gross misconduct for immediate termination. There is never a case, outside of unforeseen layoff or reductions in status, when an employment relationship is terminated where no well documented reason is present.

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References

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Jackson, J., Mathis, R., Meglsich, P., Valentine, S. (2020). Human Resource Management. Cengage Learning, Inc.

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Minimum requirments for each reply is 450-550 words.