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Therefore, before making any final recommendation, it is first wise to identify actions that may harm the company, recognize the organizations need for specific skill sets, and weigh all risks associated with terminating each employees contract. In order to weigh such risks, it is beneficial to be familiar with legislation that limits the organizations ability to fire at will. Prior to the 1930's, Employment-at-Will yielded much more power to employers, who were able to fire employees anytime without cause (Reed, Shedd, Morehead, Corley, 2005). In this particular situation, the following federal statutes should be taken into account, as they each limit Employment-at-Will Doctrine:
? Fair Labor Standards Act
? Civil Rights Act
? Age Discrimination in Employment Act
? The Pregnancy Discrimination Act (amended Civil Rights Act in 1978)
? American with Disabilities Act
Carl Haimes is a 34 year old Caucasian male and a qualified systems analyst with a bachelors degree, whose productivity and performance have been above average in the last two years...
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