The majority of workers in the United States are employed in an employment at will relationship. Consider the exceptions to employment at will and business, technology and other relevant trends, then discuss how work relationships are likely to change in the next 10-20 years. Be sure to explain why and how your prediction would occur.
Employment at Will is defined as a relationship that is terminable by either party for any reason or no reason at all, without any advance notice whatsoever. While this concept appears to be an opportunity for the employer to discharge an employee at any time without any recourse, this is actually one of the greatest myths in the human resource arena.
The employment-at-will doctrine: three major exceptions
In the United States, employees without a written employment contract generally can be fired for good cause, bad cause, or no cause at all; judicial exceptions to the rule seek
to prevent wrongful terminations.
Under the public-policy exception to employment at will, an employee is wrongfully discharged when the termination is against an explicit, well-established public policy of the State. For example, in most States, an employer cannot terminate an employee for filing a workers' compensation claim after being injured on the job, or for refusing to break the law at the request of the employer. The majority view among States is that public policy may be found in a State constitution, statute, or administrative rule, but some States have either restricted or expanded the doctrine beyond this bound. The public-policy exception is the most widely accepted exception, recognized in 43 of the 50 States.
The second major exception to the employment-at-will doctrine is applied when an implied contract is formed between an employer and employee, even though no express, written instrument ...
964 words; employment at will and its exceptions; future of work relationships