Refraining from seeking other employment cannot amount to detrimental reliance unless the at-will
employee, in relying on the promise, actually rejected employment offers.
It is true that as an at-will
employer, you're under no obligation to explain the reason for a termination, whether during or after a trial service period.
Therefore, it's a good idea to reiterate within your disciplinary policy that you are an at-will
While not all States have laws as supportive as Massachusetts for at-will
employees, this could well create some momentum for similarly compensated executives who have been terminated to avoid the vesting of their valuable stock options.
The acknowledgment should also reiterate the at-will
relationship, and that the handbook does not create a contract of employment.
In Indiana there are some limited exceptions to the at-will
doctrine as it relates to individuals terminated from employment.
Recently, in 2012, the Court of Appeals once again declined to add an exception to the at-will
doctrine, and instead emphatically reaffirmed the doctrine as the law in New York State.
The new workers could enter the country under contract to a specific employer or under an at-will
status that would allow them to work for several employers.
Even if a business is an at-will
employer, it should always have a legitimate business reason for a termination, whether it is poor performance, misbehavior, violation of company policy, etc.
The court noted that although an at-will
employee may be terminated at any time, with or without cause, there was a genuine question of fact to be decided; to wit, was the nurse the subject of retaliatory termination?
Haun alleged, inter alia, that the hospital was guilty of: 1) wrongful termination in violation of public policy, 2) wrongful termination in violation of the specific intent exception to Pennsylvania's default employee at-will
doctrine, and 3) in the alternative, tortious interference with contract by the defendants.
There is a long list of limits to an employer's right to terminate an employee at-will