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t is of indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause at all.” However, even the ‘at will’ employees are entitled to a number of legal protections against unlawful discrimination with regard to the termination of an employee. These are known as exceptions of the at-will employment.
While discussing the exceptions of at-will employment recognized by the United States, there are three major types of exceptions commonly found in the states. First of all, there are public policy exceptions to employment at will through which the termination of an employee is considered wrongful if it violates the well-established public policies of the state. For instance, an employer cannot terminate an employee if the latter refuses to break the law at the request of the employer. Public policy exceptions are the most widely exceptions that are recognized in most of the states in the US.
Then there are implied contract exceptions where the employer cannot terminate the employee if an implied contract is formed between the two even without a written instrument. In case the employer terminates an employee in violation of an implied employment contract, then possibilities are that the employer will be found liable for breach of contract. It is important to note that implied employment contracts can be created by the employer’s oral or written assurances regarding job tenure or disciplinary procedures. However, it is often found that the fired employee has to bear the burden of proof.
The third type of exceptions are the covenant of good faith and fair dealing exceptions. Under this exception, an employer cannot terminate the employee in bad faith or motivated by any personal hatred. Courts that recognize such exceptions are found to have recognized two types of contracts - a) covenants implied in fact and b) covenants implied in law. For example, covenants implied in fact include repeated promotions and pay increases
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The paper includes a discussion on the aspects in which organizations practice HRM and the issues arising after implementation of HRM. The paper includes major discussion on the issues pertinent to job satisfaction of employees, selection of employees on merit basis and uprightness of Human Resource Managers.
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As a result of these developments, HRM has become a major thrust area where the focus is on synergizing and propelling organizations to seamlessly integrate with the macro environment. The field of HRM can become a greater strategic contributor to organizational performance and success (Mathis and Jackson, 2003).
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Apart from this, the essay will evaluate the function of human resource management that contributes to the effectiveness to an organization. At the same time, impact of the legal and regulatory framework in case of human resource management will be evaluated.
Basically, the success or failure of an organisation lies on the hands of its employees (Nankervis, Compton & Baird, 2008). Generally, organizations involved in the provision of services such as health
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