1 / 10

Termination

Termination. Employment-at-will Payne v. Western and Atlantic RA Company The Court confirmed the right o f an employer to hire or fire any individual for good cause, bad cause, or no cause at all. Restrictions on Employment-at-Will. Civil Rights protections

livvy
Download Presentation

Termination

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Termination • Employment-at-will • Payne v. Western and Atlantic RA Company • The Court confirmed the right o f an employer to hire or fire any individual for good cause, bad cause, or no cause at all

  2. Restrictions on Employment-at-Will • Civil Rights protections • Employment contracts, union or individual • Market forces • Whistleblower statutes • Threats of wrongful discharge suits

  3. Civil Rights Restrictions • Murphy v. American Home Products Corp • Age discrimination used to challenge at-will termination

  4. Violation of Public Policy • Employees may not be fired for exercising rights protected by law • Worker comp claims • Refusing to commit perjury • Absence for jury duty • Voting as stockholder Requires “clear and legal mandate” re public policy

  5. Whistleblowing Palmateer v. International Harvester • Employee was wrongfully discharged after reporting coworkers involved in crime Sheets v Teddy’s Frosted Foods • Employee was wrongfully discharged for insisting company comply with federal Food, Drug and Cosmetic Act

  6. Expressed or Implied Promise of Employment • Touissant v Blue Cross and Blue Shield of Michigan • Employees had been wrongfully fired for no apparent reason, though the employer said “You can have your job as long as you do your job.” • Employer also had written policy requiring good cause, warnings, and a disciplinary hearing before discharge

  7. Good Faith and Fair Dealing • Fortune v. National Cash Register Company • NCR had fired long-term employee who was “at will”, but the employer sought to avoid paying large commission through the discharge, demonstrating bad faith Only 11 states recognize covenant-of-good-faith exception to employment at will

  8. Tortious Conduct • Tortious conduct – violation of a duty owed to others • Monge v. Beebe Rubber Company 1974 • Female employee was “abusively discharged” for refusing to date supervisor • Now that problem would be handled under Civil Rights sexual harassment protection

  9. Layoffs • Firefighters Local Union 1784 v. Stotts (1984) • Supreme Court Ruled a layoff illegal when more senior white employees were laid off while less senior black employees were retained – seniority is a legitimate basis for discharge • Worker Adjustment and Retraining Notification Act • Complicated law affecting employees in facilities to be shut down

  10. Broad practice implications • Have written policy manual, reviewed by employee • Use positive employee relations approach • Know the legal context of your business operations • “Golden Rule” – do to others as you would have them do to you • Keep an excellent employment attorney on retainer

More Related