by Strategic HR Partners

Share

by Strategic HR Partners

Understanding the Terms “At-Will” & “Right-To-Work”

“This is a right-to-work state and I’ll fire whoever I want for whatever reason I want.” The problem with this statement that employers often make is that “right-to-work” laws involve employee rights during an employment relationship, particularly in the context of labor unions. The “employment at-will” doctrine is what governs employer and employee rights in terminating an employment relationship. Many people wrongfully use the term “right-to-work” interchangeably with the phrase “employment at-will” because they do not understand the difference.

The right-to-work doctrine, originally established in the National Labor Relations Act (NLRA) gives employees the option to refrain from engaging in collective activity such as labor organizing and union representation.

The employment at-will doctrine applies when an employee works for an employer without a written contract, signed by both the employer and employee that sets forth the terms of the employment relationship. Under the employment at-will doctrine, both the employer and employee can terminate an employment relationship at any time without consequence. The employment relationship can be terminated for any reason or no reason at all. The employer cannot, however, terminate an employee for an “illegal” reason, such as termination based on discrimination against certain protected classes such as sex, gender, race, religion or national origin; violation of the Americans With Disabilities Act; and termination in violation of the Age Discrimination in Employment Act.

For more info, visit: http://www.mcrazlaw.com/getting-your-terms-right-right-to-work-vs-at-will-employment/

STAY IN THE LOOP

Subscribe to our free newsletter.

Related Posts

View all
  • Who must create one? In Nevada all employers who have 11 or more employees have to develop a written workplace safety program. Employers who manufacture explosives are also

    Continue reading
  • To recruit and select talent at the highest ability, you must first assess your current needs. Once you figure out the positions needed and get all the job

    Continue reading
  • A performance appraisal is an evaluation done on an employee’s job performance over a specific period of time. It is the equivalent of a report card on an employee and how their manager

    Continue reading
  • A Human Resource Audit is:  A comprehensive method (or means) to review current human resources policies, procedures, documentation and systems to identify needs for improvement and enhancement of

    Continue reading