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How can over-reliance on the employment-at-will doctrine create problems for supervisors and employees? What are the...

How can over-reliance on the employment-at-will doctrine create problems for supervisors and employees? What are the ramifications if companies default to this doctrine instead of managing employee disciplinary issues effectively? As an HR Manager, what strategies would you use to guide supervisors to reduce negative outcomes?

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The U.S. is one of a handful of countries where employment is predominantly at-will. Most countries throughout the world allow employers to dismiss employees only for cause.   Some reasons given for our retention of the at-will presumption include respect for freedom of contract, employer deference, and the belief that both employers and employees favor an at-will employment relationship over job security.   

At-will means that an employer can terminate an employee at any time for any reason, except an illegal one, or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences.

At-will means that an employer can terminate an employee at any time for any reason, except an illegal one, or for no reason without incurring legal liability. Likewise, an employee is free to leave a job at any time for any or no reason with no adverse legal consequences.

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