Under the common law in theUnited States, the employer-employee relationship is governed by the doctrine of “employment at will.” Employment continues only so long as both parties agree to it; unless there is a contract specifying otherwise, an employer may discharge an employee at any time without notice and without cause. The courts have held that the meaning of “employment at will” is that an employee may be discharged for good reasons, for bad reasons, or for no reasons at all, without giving the employee any legal grounds to sue for reinstatement or damages.
The employment relationship is like every relationship-it demands a tremendous amount of work and understanding, requires total commitment, and is based upon loyalty and trust. Without these essential components, there can be no connection. The success or failure of the employment relationship is the responsibility of both the employer and the employee. The relationship may fail for various reasons: The employer and employee have different perspectives or understandings of what is expected; they experience personality clashes or conflicting business objectives; conduct in the workplace is unacceptable or unlawful, such as sex discrimination or retaliation for asserting a legal right. If your business is hiring employees, consult with an experienced business lawyer. The lawyer can advise you on the laws that your business must comply with while hiring employees.
Employment laws are complex. If you are an employer, you will require the services of an experienced employment lawyer. Employment lawyers will ensure that your business is in compliance with federal and state employment laws.
As an employer, whenever there is a vacancy in your organization, you will generally advertise the vacancy in newspapers. However there are restrictions on such advertisements. Employment attorneys are aware of these restrictions. Before you put out an advertisement for a job opening in your organization, you should have an employment attorney review the contents of the advertisements. Your advertisement should not discriminate against applicants based on a characteristic protected by law.