How is employment-at-will applied in your organization or in one with which you are familiar?
Employment-at-will is defined as “an employment relationship where there is no contractual obligation to remain in the relationship; either party may terminate the relationship at any time, for any reason, as long as the reason is not prohibited by law, such as for discriminatory purpose.” (Bennett-Alexander, D. & Hartman, L. 2007). The employment-at-will is actually a concept that my current company speaks about weekly to our employees. I currently work for a staffing and recruiting firm that employs candidates in engineering, nursing, administrative, and IT roles in the state of Michigan. ...view middle of the document...
If found to be using same candidates from the company to the new employment, we are could sue over candidates rights. Other examples would also include unprofessional conduct to an employee or candidate, giving information to competitors, and also inability to
To what extent do the exceptions to employment-at-will limit its application in the organization?
Within my company, the employment-at-will do not have exceptions. Our company stand on its policy for any type of disciplinary action or non-compete clauses for employees to ensure are not broken. It does take certain examples of why the employer would terminate the employee’s contract.
How might managers in the organization use knowledge of employment-at-will and its exceptions to protect the interests of the organization?
The interests are always a key sense of keeping employers secrets and opportunities. I work in a very competitive market where sharing of candidate opportunity and applying is not viable for sharing. BY signing the contract, we are not allowed to share information to outside organizations or competitors. We have a non-compete clause in our contract that does not allow us to leave or employer and move to another in the same industry staffing. If an ex-employee was found to have broken the non-compete clause, there would be suites filed towards the employee.
What do the employees and independent contractors have in common and how do they differ in dealing with employers? How might temporary employees be characterized in the organization or industry you select? Avoid selecting an organization that has been previously discussed by another student.
As I am currently working within a recruiting and staffing agency, we do have both independent contractors and employees. My office utilizes both in our headquarters in Michigan. With...