what are 2 exceptions to this Statement employment 'at-will' ?
http://en.wikipedia.org/wiki/At-will_employment
http://jobsearchtech.about.com/od/careereducation/l/aa092402_3.htm
The employment "at-will" doctrine in the United States generally means that employers have the right to terminate their employees without having to provide a reason, as long as the reason is not illegal. However, there are two main exceptions to this doctrine:
1. Employment contracts: When an employer and employee enter into a legally binding employment contract, the "at-will" relationship may no longer apply. Employment contracts typically outline the terms and conditions of employment, including the duration of employment, compensation, job responsibilities, and any termination requirements. If a contract specifies that the employment is for a certain duration or can only be terminated for cause, then the employer may not terminate the employee without a valid reason during the contract period. Violating the terms of an employment contract can lead to legal consequences.
To determine if an employment contract exists, you can review any written agreements or offer letters provided by the employer that define the terms and conditions of employment. It is important to consult with an attorney or legal expert to understand the specific terms of the contract and how they may affect the "at-will" nature of employment.
2. Protected classes and anti-discrimination laws: While the "at-will" doctrine allows employers to terminate employees without cause, it does not grant them the right to terminate employees based on certain protected characteristics or engage in discriminatory practices. Federal and state anti-discrimination laws prohibit employment discrimination based on race, color, religion, sex, national origin, disability, genetic information, and age (in most cases). Additionally, some jurisdictions have additional protected classes, such as sexual orientation or gender identity. If an employee believes they have been terminated based on their membership in a protected class, they may have grounds for a legal claim against their employer.
To determine if an exception based on protected classes applies, you can consult federal and state laws that prohibit employment discrimination. These laws typically have specific criteria for protected classes, as well as procedures for filing complaints with relevant agencies like the Equal Employment Opportunity Commission (EEOC) or state labor departments. Seeking legal advice or assistance can help in understanding whether discrimination occurred and what options are available for recourse.
It's important to note that employment laws vary by jurisdiction, so it's advisable to consult the specific laws and regulations of the relevant country, state, or region when dealing with employment matters to get accurate and up-to-date information.