Dear Professor,
I believe that if an employer has to terminate am employee, this process should be done in the right way. On that account there are various things to consider when terminating a worker irrespective of the state. First, is the employer’s right. As stated in your discussion, under the law in many states, if there is not employment contract, employees are working on an at-will basis; this entails the employers have the right to sack workers at any period for no/any reason or at any time. Conversely, the employees can also leave the organization at any point. Second is the use of a progressive discipline guideline. Whereas no state or federal law mandates an employer to develop and adhere to a progressive discipline policy, law courts usually punish employers that promise progressive discipline to no avail (Santoso, 380). Indeed, most lawsuits aimed at employers are based on the worker’s perception that he/she did not get a fair deal; this is why the most effective way to safeguard a company from wrongful termination lawsuits is to develop a progressive discipline framework and ensure it is well enforced by supervisors.
The last thing that employers should be aware is constructive discharge. This happens when the workers claim their working conditions were so harsh that they had no other choice but to quit. To that extent, employees should consider universal employment laws so that they do not contribute to variables that facilitate discharge accusation, and do not increase the threat of employee lawsuits (Santoso, 384). Overall, I believe that every employee should consider these aspects irrespective of state. These guidelines will ensure the employee termination is conducted in the right way.
Works Cited
Santoso, Budi. “ALTERNATIVE SOLUTION ON THE EXECUTION OF COURT’S VERDICT WITHIN EMPLOYMENT TERMINATION DISPUTE.” Yuridika 33.3 (2018): 373-388