Comparing Employment-At-Will And Whistleblower Policy

What is employment-at-will and whistleblower policy? This paper will provide a better understand of what these policy is and how each could apply to the relationship of employer-employee in the work force. The employment-at-will doctrine avows that, when an employee does not have a written employment contract and the term of employment is of indefinite duration, the employer can terminate the employee for good cause, bad cause, or no cause at all.[1] Employment-at-will doctrine consisted of three major exceptions, and they are called public-policy exception, implied-contract exception, and covenant of good faith and fair dealing. Each of these exceptions is adopted differently among 50 States in the US. However, Virginia only recognized public policy exception. The Whistleblower Protection Act supposedly protects government employees from management retaliation, but the Supreme Court has ruled this protection only applies to government workers when the disclosure is not directly related to the job.[2] This is the first protection made available to protect free speech rights for federal workers that can otherwise be fired for reporting corruption. In October, 2012, Barack Obama signed Presidential Policy Directive 19, which extended the same protections to employees of intelligence and
In my opinion, it is nothing wrong with Ellen voiced her opinion about the CEO being “known nothing” and doesn’t deserve the bonus; however, usually at his CEO level, receiving bonus is a part of his employment contract. Ellen actions might not be an ethical or moral behavior and it could be handle internally if the company has a complain hotline where she can vent her concerns rather than publicly voice it outside of the organization. There is no ground to fire or reprimand