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at-will employment

A little more about employment at-will. In U.S., whenever a fired worker claims that his or her discharge was unlawful, whether under a statute or a common law doctrine, an employer may escape liability by demonstrating that the sole reason for the discharge was “good cause.” Defining “good cause” for termination is a formidable task but there have been attempts to do so.





The drafters of the Model Employment Termination Act (Model) defined “good cause” as meaning (i) a reasonable basis related to an individual employee for termination of the employee’s employment in view of relevant factors and circumstances which may include the employee’s duties, responsibilities, conduct on the job or otherwise, job performance and employment record, or (ii) the exercise of business judgment in good faith by the employer, including setting its economic or institutional goals and determining methods to reach those goals, organizing or reorganizing operations, discontinuing, consolidating, or divesting operations or positions or parts of operations or positions, determining the size of its workforce and the nature of the positions filled by its workforce, and determining and changing standards of performance for positions. National Conference of Commissioners on Uniform State Laws, Model Employment Termination Act Section 1(4) (August 8, 1991).

As you can see, the Model was drafted back in 1991, more than 15 years ago and I’m sure there have been further efforts to refine the meaning of “good cause” since then. I intent to share new findings as they come to my attention so stay tuned to WJA.



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2007年01月11日 Employment Law トラックバック:0 コメント:0












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