Across all socioeconomic strata, workers have one thing in common: they want to protect their jobs. A part of that protection includes making sure that they will be justly compensated in the event of wrongful termination. Another part is making sure that if they are terminated justly, the standard for doing so is fair and clear. Franchisees want that standard in place so the corporate chains can't end the franchisees' contracts and deprive them of their livelihood.
California employees and others in many parts of the country have no doubt heard the phrase "at-will employment." What is it, though, and how does it affect employees who fall into this category?
California employers have a lot of flexibility in hiring and firing practices. Some Los Angeles workers may be surprised to know many employers don't need a strong reason or any reason at all to terminate an employee. That's part of living in a state with "at-will" employment rules where, barring any job or union contract to the contrary, employers pretty much have free rein over when and why to pink slip someone.
Stem cell companies are often in the headlines, with many aspects of the work debated publicly. With this spotlight consistently on their business, managers must take care that all rules governing their processes are strictly adhered to. If they aren't, there could be a public backlash that would affect the business and its clients. An employee of a stem cell company said that he brought such problems to bosses and was fired. In response, he filed a wrongful termination claim.
Employment contracts aren't the norm for most Los Angeles workers. California, like many other states, has adopted an "at-will" employment policy, giving employers the option to fire workers for any reason -- as long as it's a legal one -- at the time a company chooses. Employees also have the right to leave a job under the same conditions - without reason or time restraints.