Busn 602 Week 2

Employment-at-will principle are seen in part-time contract workers to CEOs, including all those workers and managers in the private sector and today at least 60 percent of all employees in the private sector in the United States are “at-will” employees (Arnold, Beauchamp & Bowie, 2012). EAW is a specific contract or law which allows the employer the ability to hire, fire, demote, or promote an employee whenever the employer wishes. Moreover, the employer may act with justification, with inadequate justification, or with no justification at all. (Arnold 139). In the United States, EAW has been interpreted as the rule that when employees are not specifically covered by union agreement, legal statute, public policy, or contract, employers “may dismiss their employees at will, for good cause or no cause, and even for causes morally wrong, without being thereby guilty of legal wrong” (Arnold, Beauchamp & Bowie, 2012). This being said, at will employees do have rights parallel to employer prerogatives, because employees may quit their jobs for any reason and do not need to give any notice.

Unfortunately EAW employees have no rights to due process or to appeal employment decisions compared to employees in the public-sector employees have guaranteed rights, including due process, and are protected from demotion, transfer, or firing without cause (Arnold, Beauchamp & Bowie, 2012). Due process is when a person can appeal a decision in order to get an explanation of that action and an opportunity to argue against it. Procedural due process is the right to a hearing, trial, grievance procedure, or appeal when a decision is made concerning oneself. Under EAW employees can be demoted, transferred, or dismissed without due process, courts have enacted a “public policy” exception to prevent fraudulent or wrongful behavior on the part of employers. This protects employees from employers when asked to break a law or to violate state public policies, or if employees...