employment at will

In nonunion companies, employment-at-will can become an issue as it relates to discipline if employers do not like a particular employee and are biased towards them. This can cause fear and uncertainty in these job environments and employees do not have the support of unions to fight for their rights. This system lacks procedural justices which focuses on fairness in decision methods and procedures. The fact that there is no clear definition of rules, procedures for handling disputes or termination, some employers can use these to their advantage and punish employees unnecessarily, forcing them to quit, or they may terminate their employment unjustly. Pressuring and picking on employees cause them to become uncomfortable and their performance would also decrease. In this type of employment and the fact that they are able to terminate employees without reason, if the employer doesn’t like a particular employee, they can just terminate them at any time. To what extent is it an issue in unionized companies? Based on your research, what advice do you have for managers? What advice do you have for lawmakers (i.e., to what extent should employment-at-will be relevant for employee discipline)? Lastly, should managers have the authority to discipline employees for their off-duty conduct? Why or why not? If employees are engaged in illegal activities and break the law outside of work, then I do believe that employers should be able to discipline them. Employees should demonstrate a level of professionalism and good character in and out of work. Their image and the image of the company can be put at risk and cause reputational damage if they behave negatively. We are often known or associated with our place of employment. For example, many clients usually refer to an employee as Mr. or Ms. (Name of employer), so by association we are automatically connected to our place of employment. With that being said, once it is brought to management’s attention that an employee is engaged in activities that can damage the company’s reputation, then employers should opt to take disciplinary actions. Reference: Doyle, A. (2021). What Does Employment At-Will Mean and Are There Exceptions?. Retrieved 15 August 2021, from https://www.thebalancecareers.com/what-does-employ…

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