Protect Jobs by Getting rid of “At-Will” Employment Laws

Most states by now have “At-Will” employment laws, versus “Right to Work” laws.  “At will” laws prevent you from suing your employer for what might be considered an unlawful termination (discrimination, whistleblower, etc).  In the old days, “Right to Work” laws meant you could not be fired by your employer on a whim.  Proof of incompetence along with documented warnings is usually required to show your termination was justified.   You were usually given a week or two notice (like a pink slip in your paycheck envelope).  But now, most employers (depending on the laws in your state), your boss can get rid of At Will, without any reason or warning.

But under Reagan and both Bushes, because companies were generously rewarded with huge tax breaks if they sent jobs outside the U.S., At Will employment rules became the new tool to help destroy unions and fair labor standards.

One of the things the Obama administration needs to push forward is an agenda that requires or rewards states that recognize “Right to Work” rules or laws.

It basically gives an employer the right to fire anyone he wants for no legal reason, without being liable for any potential lawsuit.  For example, if someone is discovered to be gay or Muslim, or refuses the unwanted advances of a boss who is sexually aggressive, that employee can be fired without any explanation.  An employer is given unlimited rights to fire someone, regardless of the quality of job performance or contractual obligations.   The only thing that employer is liable for is outstanding unpaid wages.  And for some reason, this is still not enough for many employers.