If Employment at will has benefits, it has many drawbacks as well. Some important are discussed below:
Slow hiring
& Fast firing Process:
Employees who fall short of expectations may be fired
immediately and without cause, if they do not improve.
Consequently, this could not help the worker. Employees may
be terminated for reasons that are frequently wrong. Additionally, because
there is no legal agreement between the employer and the employee, the employee
is powerless to bring a claim against the employer.
Legislative
Actions:
Few state legislatures now give certain security measures for
employees who are employed at will as a result of the reaction from workers
against unfair terminations.
The Wrongful Discharge of Montana from the Employment Act,
which was passed in 2009 in response to concerns that businesses were using the
idea of at-will employment to cheat long-term workers out of vacation and
pension benefits, is an excellent illustration of this.
According to this legislation, a discharged employee who was
fired for refusing to go against any public policy, for a faulty reason, or for
violating human regulations may file a civil suit for improper termination.
Fire Employees
on minor mistakes:
Most at-will employment agreements allow companies to
terminate workers for ridiculous justifications or small mistakes.
This line of work requires no justification. As a result,
this gives the employer the benefit of being able to terminate a worker
whenever they choose. Employees under such circumstances are unable to criticize
their employer and may even be forced to find alternative sources of support
for their careers and financial well-being.
No
Practical way to modify the work culture:
The best genuine plan of action for at-will employees is to
make sure that their working environment is safer than arguing with an employer
about their safety or other issues at work.
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