1. Tjuan, Employment-at-will is a legal doctrine in the United States that allow

1. Tjuan,
Employment-at-will is a legal doctrine in the United States that allows employers to terminate employees at any time and for any reason, if the reason is not illegal or in violation of an employment contract (2020). Employees are also free to leave their jobs at any time, with or without notice. The doctrine is a fundamental principle of employment law in the U.S., with only a few exceptions in certain states that recognize public policy, implied contract, and implied covenant exceptions to the doctrine.
Wrongful discharge, cause, and due process are interconnected concepts that relate to the termination of employees under the employment-at-will doctrine. Wrongful discharge is when an employee is fired for reasons that violate federal or state anti-discrimination laws, breach of contract, or public policy (2020). For example, if an employee is terminated based on their race, gender, or age, that would be a wrongful discharge.
Cause, on the other hand, refers to the legitimate reasons an employer may have for terminating an employee under the employment-at-will doctrine. While employers are generally not required to provide a reason for termination, when cause is invoked, it implies that there was a justifiable reason for the termination, such as poor performance, misconduct, or economic reasons.
Due process comes into play when an employee’s termination involves legal or contractual rights that must be respected (2020). Due process requires that employees be provided with notice and an opportunity to be heard before being terminated, particularly in situations where the termination may result in the deprivation of a protected property interest, such as tenure or certain benefits.
In an employment-at-will state, like most states in the U.S., employers are generally not required to provide cause for termination, and employees can be terminated for any reason that is not illegal. However, employers must still adhere to anti-discrimination laws and other legal requirements governing termination. In states that recognize exceptions to the employment-at-will doctrine, such as public policy or implied contract exceptions, employers may be required to provide cause for termination or follow specific procedures to ensure the termination is lawful. It’s important for both employers and employees to know their rights and obligations under the doctrine and their state’s laws to avoid wrongful discharge claims and ensure fair treatment in the workplace.
2. Chioma
Employment-at-will is a term used in employment relations. It refers to the general principle that either an employer or an employee has the liberty or is at will to terminate the employment relationship at any time, for any reason or no reason, without incurring any legal liability (Radin & Werhane, 2003). Wrongful discharge, cause and due process are interrelated concepts that involve exceptions to the employment-at-will doctrine.
Wrongful discharge includes situations where an employer terminates an employee in violation of a contract, public policy, or implied terms of good faith and fair dealing. It provides legal recourse for employees who have been unjustly or unlawfully terminated. Cause is an important element in determining the lawfulness of termination. It simply means a justifiable reason for terminating an employee’s contract. Such reasons may include poor performance, misconduct or violation of company policies (Radin & Werhane, 2003). In cases of wrongful discharge, the employer is obligated to demonstrate sufficient cause for terminating the employee.
On the other hand, due process is the fair treatment an individual is entitled to before being deprived of certain rights in employer-employee relationship. For wrongful discharge, due process ensures that an employee is provided notice, an opportunity to be heard and a fair investigation or hearing before termination. Due process seeks to guard employees against arbitrary or unfair termination of employment contract.
Texas has been an employment-at-will state since 1888. This means that the employment contract could be terminated with or without reasons. However, there are a few statutory and judicial exceptions to this rule in Texas. For instance, under the Age Discrimination in Employment Act, an employer cannot terminate an employment contract based on age discrimination. Also, the Texas Supreme Court has stated that an employer cannot terminate an employee solely for refusing to perform an illegal/criminal act (Sabine Pilot Service, Inc. v. Hauck, 1985).
References
Radin, T. J., & Werhane, P. H. (2003). Employment-at-Will, Employee Rights, and Future Directions for Employment. Business Ethics Quarterly, 13(2), 113–130.