Employment-at-will doctrine

A typical employment-at-will policy

Each state demonstrates and exhibits their own employment-at-will policy. I am currently a resident of Georgia. Within the state of Georgia, the employer cannot demonstrate a violation of any statute during the termination process >>>>>>>>
Legal Termination
Can the state of Georgia legally fire an employee? Based one of the main Georgia Supreme Court cases on the subject, it implies that the thought process of an employer in firing an at-will employee are legitimately irrelevant. (Georgia Power Co. v Busbin, 242 Ga 612). Since the purpose behind termination is lawfully unimportant an employer can fire a worker for any reason or no reason, justifiable reason or bad reason. The purpose for firing an employee does not make a difference. Georgia's employment law gives employers wide caution in choosing who will work for them.
Through the years, the employer's entitlement to fire freely has been constrained, as courts have perceived exemptions to the at-will doctrine. Georgia employment limits its courts exceptions to the employment at-will doctrine. The few Georgia law exceptions to employment at-will doctrine include, but are not limited to (Muhl, C. J., 2001): * Employers may not discriminate based on an employee’s age or disability. * Public employees are protected under whistleblower statutes that prevent a public employer from making reprisals against public employees who take certain whistleblowing actions. * Employees may not be fired for attending a judicial proceeding under court order.
b. The primary action(s) that you should take to limit liability and impact on operations; specify the ethical theory that best supports your decision.
Employers should take specific actions when it comes to liability and impacting operations. Employers, and not the employees