Employment-at-will is a legal doctrine that means employees are hired and retain their jobs at the sole discretion of the employer.

Question

BlackTom AI · Accepted Answer

The statement to evaluate is: 'Employment-at-will is a legal doctrine that means employees are hired and retain their jobs at the sole discretion of the employer.'

Option 1: True. This option claims that employment-at-will implies that employees are hired and kept solely at the employer’s discretion. While it is true that employers can terminate at-will, the doctrine actually applies to both hiring and termination by either party. It does not guarantee job retention by the employee, nor does it obligate the employer to retain the employee for any period. In practice, at-will means either party may end the employment relationship at any time for any lawful reason (or for no reason), with limited exceptions. Therefore, describing at-will as the employer’s sole discretion over both hiring and ongoing employment is an inaccurate characterization.

Option 2: False. This option counters the misunderstanding by clarifying that at-will governs termination and hiring by either party, not exclusively the employer’s discretion to retain an employee. The core concept is mutual discretion: either the employer or the employee can terminate the relationship at any time, subject to legal protections and exceptions (such as anti-discrimination laws, contract terms, or implied promises). This captures the fundamental flaw in the stated proposition, which overemphasizes the employer’s power over retention and ignores the employee’s ability to leave or the reciprocal nature of the relationship under at-will doctrine. A common misconception is that at-will means the employer can dismiss an employee without limits while employees have no control, which is not accurate due to the reciprocal nature of at-will and the various legal protections that limit terminations.

In summary, the assertion in Option 1 misstates the scope of employment-at-will by implying exclusive employer discretion over both hiring and ongoing retention, whereas Option 2 correctly identifies the reciprocal and terminable-at-will aspects, acknowledging protections and limitations that shape real-world application.

MGS352001.2025FA EXAM III- Requires Respondus LockDown Browser

Employment-at-will is a legal doctrine that means employees are hired and retain their jobs at the sole discretion of the employer.

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MGS*3520*01.2025FA EXAM III- Requires Respondus LockDown Browser

Employment-at-will is a legal doctrine that means employees are hired and retain their jobs at the sole discretion of the employer.

查看解析

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类似问题

Question at position 8 According to Lecture 6.2, understanding legal boundaries of speech in workplace contexts is one of the lecture’s learning outcomes.TrueFalse

Which of the following is NOT legally required under BC's Pay Transparency Act?

Reasonable notice legislation has requirements for employers who are terminating employees via a layoff.

Particularly unfair, untruthful, misleading, insensitive, harsh, or vindictive treatment of employees in the dismissal process can leave an employer liable for bad-faith and/or punitive damages.

Due to the Fair Labor Standards Act, employers may try to have employees classified as nonexempt to avoid paying overtime.

Aida is fired from her job as a waitress when she became pregnant. Based on this scenario, identify which type of law governs this dispute.

Which of the following is NOT one of the six areas of employment law discussed in the lecture?

Question at position 39 Which of the following would NOT be considered a law enacted to protect the rights of workers?The Social Security lawThe Occupational Safety and Health Act (OSHA)The Civil Rights ActThe Uniform Commercial Code

更多留学生实用工具

希望你的学习变得更简单

MGS352001.2025FA EXAM III- Requires Respondus LockDown Browser