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DETERMINATION OF OUTPUT, EMPLOYMENT AND PRICE. ... THE DETERMINATION OF EMPLOYMENT:-
Employment is influenced by the level of economic activity. ...
Employment at will. New York State is normally considered to be an employment-at-
will-state. ... There are many other exceptions to the employment-at-will policy. ...
at will employment in florida. ... Employees who work under an employment contract
can only be terminated for reasons specified in that contract. ...
State and Federal Systems as they Pertain to Employment Law. ... Both Federal and State
systems are responsible for administering employment law at various levels. ...
employment discrimination. ... There is also a growing body of law preventing or
occasionally justifying employment discrimination based on sexual orientation. ...
Submitted by natashab0629 on October 20, 2006
Category: Business
Words: 740 | Pages: 3
Views: 264
Popularity Rank: 37,751
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New York State is normally considered to be an employment-at-will-state. This means a private sector employer can hire or fire as he/she pleases and that the discharged employee will usually have no legal remedy. The discharge may seem arbitrary or unfair. The employment-at-will principle reflected the belief that people should be free to enter into employment contracts. Because employees were able to resign from positions they no longer wanted, employers were also free to discharge employees at whim. The employment at will doctrine also protects the employee’s right to resign without being required to explain or defend the decision.
There are few conditions under which the discharge of an employee is against the law. The employee may be entitled to government intervention and/or the right to sue his or her employment for damages and reinstatement. One exception to the employment-at-will policy is in the case of a whistle-blower. If an employee is fired for reporting to a public agency that the employer is violating the law, and it presents significant danger to the public’s health and safety, the employee can sue the employer for reinstatement, back pay and attorneys fees. Another exception to the employment-at-will policy is in a case of discrimination. The New York State human rights law prohibits an employer from discharging an employee because of race, gender, religion, age, national origin, marital status or disability. New York City local laws take it even a step further. In New York City, employer are also prohibited from discharging an employee based on sexual orientation, arrest or conviction record, partnership status or status as victim of domestic violence, stalking or sexual offenses. There are many other exceptions to the employment-at-will policy. Such as, it is illegal to fire an employee for being absent for jury duty, for applying for workers’ compensation or disability benefits, and for participation on your own time in...
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