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I will discuss 1. employment contracts, 2. statutory considerations, 3. public policy exceptions, 4. implied contracts, and 5. breech of implied covenant of good faith and fair dealings.
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Since its creation the at-will employment doctrine has been in decline. Today statutes and courts are ruling more in favor of the employee than the employer more than ever before. There are five basic exceptions to the at-will doctrine that I will discuss 1. employment contracts, 2. statutory considerations, 3. public policy exceptions, 4. implied contracts, and 5. breech of implied covenant of good faith and fair dealings.1 I plan to show as society moves more towards an employee driven society we will see and end to the at-will employment doctrine as it is known today. EMPLOYMENT CONTRACTS A common employment contract would be a collective bargaining agreement. However this contract does not create an at-will relationship.2 A collective bargaining agreement spells out the terms explicit ally towards terminating an employee. In most collective bargaining contracts an employee cannot be terminated except for just cause. In most collective bargaining agreements there...
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