“At-Will” Employment Terms Must Die
“According to various legal scholars, the doctrine of at-will employment first appeared as a statement in a legal treaties by Horace C. Wood [in 1877.]” “Apparently Wood simply invented the concept of at-will employment, but wrongly described it as already accepted by the courts.” We have needlessly endured it’s harshness and folly, ever-since.
The original precepts of “at-will” employment were significantly eroded in the last 25 years of the previous century. It is now at the point where many Americans recognize “at-will” employment terms should just die, simply rest-in-peace. In fact, America is just “one of a handful of countries where employment is predomainatly at-will. Most countries throughout the world allow employers to dismiss employees only for [a good] cause.”
Eventually, Congress will protect Americans from CEOs that outsource, offshore, and cut jobs by outlawing “at-will” employment terms. However, until that day comes, every American must take steps to resist and reject the “at-will” employment terms of U.S. Corporations.
You should recognize the “at-will” employment terms in your offer letter or contract that puts shareholder profits first when you read language such as this:
Your employment is “at will” and is not for any definite period of time. Nothing herein shall be construed as guaranteeing or promising employment for any specific time, and your employment may be terminated at any time and for any reason, with or without advance notice.
Moreover, if you are comfortable with NO job security, then accept these terms. (Note: If you already have a job and did not receive an offer letter or contract, you most likely have an “at-will” job with NO job security.)
However, if you need job security, then negotiate an employment offer letter or contract with American Jobs First Employment Terms such as this:
Your employment will be for 2 years, with an automatic renewal option until you reach the age of 65. Moreover, as an American Jobs First Employer, the company will not use the goal of maximizing short-term profits to justify, formulate and implement any strategy, initiative or cost action to terminate your employment or to reduce your compensation; and your employment will not be terminated without a good cause and not before obtaining your written approval of an Equitable Employment Termination Agreement.
Please note this language is general. You will need to review your employment offer letter and/or contract with a licensed attorney to make sure the proper legal language for your state is used.