The Exceptions in the ‘Emplyment at will’ Doctrine
Most of the employees have no knowledge or very little knowledge about the ‘employment at will’ doctrine. However, if we listen to the world famous lawyer Will Brieger, then we have to agree on the fact that each and every employee should understand this doctrine very well and they should stay prepared for the consequence of this doctrine.
According to this controversial doctrine, an employer could terminate any of his or her employee at any time. On the other hand, any employee also terminates the relation with the employer at any point of time. However, in some special cases, the doctrine will advise against the general guideline. Let us discuss about those special cases.
• If any employee of any organization is disclosing any confidential information of the company or organization, which is only tor the sake of the public, then the above mentioned doctrine will take a different course at that time. However, you should remember the point very carefully. The employee is not revealing anything for his or her personal intention, but he or she is doing that for the best of the common people.
• If the employee has any written any formal contract for the security of the job, then this doctrine will respect the contract. The employer couldn’t go against the contract without having some strong and valid reasons.
• Without having any valid reason, the employer couldn’t do any harm to any of its employee. If the employer does something like that then he or she would be liable for the punishment. This point is very much popular among the law professionals like Will Brieger among many others.
• If there is any special local or state law then both the employee and the employer should pay respect to the local law first and then the doctrine will come into effect.
If any employer is hiring according to this doctrine, then he or she would get a special right to terminate the employee at any time, without showing any definite reason. At the same time, if the employer has made any contract or agreement with the employee then the agreement would come to the play first. This means, if any emplyer has made a contract with any employee for two years, the he or she could not fire him or her as per the doctrine. One could get the best knowledge about the doctrine by consulting with Will Brieger.