Comparison & Contrast of Employees-at-Will and Right-to-Work
Employer-employee relationships refer to a professional way in which an employee receives orders from the boss. An employee-at-will has the right to work. However, an employer can terminate the services such an employee offers at any time. In some cases if there are certain rules that should be followed before firing an employee-at-will, they cannot be overlooked.
If a scenario like that takes place, the employee can sue the employer. Representation by workers’ union ensures that employee-at-will’s right to work is not violated by their employers. Joining a union guarantees that employees do not lose their hard-earned jobs at an employers’ wish. Employers should at all times ensure that public policy regarding employment and laying off of workers are not violated. (Lobotero, 2008)
Legality or Illegality of Firing an Employee-at-will
It can be legal to fire an employee-at-will unless there had been made a written agreement earlier. Legal angles have to be considered by an employer to avoid being sued by an employer for damages. There have been cases in which employers promise to employ workers-at-will on permanent or contract terms.
If there was a written document with these promises, an employer who fires an employee-at-will can be sued for damages. That is why they do not make legally binding promise in most cases. (Wrongful Termination: Was your Firing Illegal? n.d)
Discrimination at the workplace
Among the many cases that involve discrimination at the workplace, the issue of HIV stands out as one of the most common case of discrimination. Despite people being aware of HIV/AIDS and how it is spread, victims of this disease continue facing discrimination at their workplaces. Mathew Cusick faced this type of discrimination as well. Cusick knowingly made the company know about his HIV status.
Cirque, who was his employer, had to lay off Mathew because he did not want Mathew to spread the disease to other employers. Cusick’s job was terminated immediately despite the fact that doctors had stated that he had been medically fit. This resulted in Cirque facing a lawsuit.
He had to pay Mathew damages of almost $600,000 including $40,000 which covered the fees of the attorney. It was also ordered that Cirque’s employees had to undergo training on issues that dealt with discrimination at the workplace. (Gorenberg, 2004)
Analysis of Gender wage gap
There exists a gap between the genders in terms of wages. The country with the largest gender gap, for example, Yemen, has made progress towards its reducing. Countries in the North-Western Europe like Norway, among others, enjoy very small gender wage gaps as compared to those in the other parts of the world.
One of the ways to reduce such a difference in earnings is to increase the economic empowerment of women by presenting them with more educational and political opportunities. Quotas that have been set by certain institution regarding jobs for women can also bridge the wage gap between men and women. (Zahidi and Brennan, 2012)
Views on Doctrines of Comparable Worth
I do not agree with the doctrine of comparable worth which says that “it’s impossible to measure the true value of a job”. In my view, job’s true value can be measured using the roles performed by an employee, the number of employees that are under the direct command of a supervisor, among other criteria. These factors may be used to determine the amount of salary an employee gets.
References
Gorenberg, H. (2004). Confronting HIV Discrimination in the Workplace: A Case Study. Human Rights and HIV/AIDS. 31(4), 16-19. Web.
Lobotero. (2008). Employment-At-Will vs Right-To-Work. Web.
Wrongful Termination: Was Your Firing Illegal? Web.
Zahidi, S. (Producer). (2012). WEF’s Zahidi Says Wage Gap Remains Wide. United States: Bloomberg. Web.