tag:blogger.com,1999:blog-12703782.post113473985260566791..comments2020-04-11T03:30:02.282-05:00Gary R. Welshhttp://www.blogger.com/profile/15185079937305083438noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-12703782.post-1134784082828277282005-12-16T20:48:00.000-05:002005-12-16T20:48:00.000-05:00From an economic standpoint, an at-will employment law is critical for business development. If an employer had to show cause every time he decided to terminate someone, it would potentially make every termination subject to litigation. It is best that we limit actionable cases to those that have violated some fundamental right of the employee (i.e. to be free of discrimination), or that violates public policy or a specific right granted by statute to the employee (such as family and medical leave). Employers and their employees are always free to contract their rights, in which case the employment relationship falls outside the at-will status. I believe all states are currently at-will states.Gary R. Welshhttps://www.blogger.com/profile/15185079937305083438noreply@blogger.comtag:blogger.com,1999:blog-12703782.post-1134757071893139032005-12-16T13:17:00.000-05:002005-12-16T13:17:00.000-05:00Am I correct that Indiana is an At-Will Employment state? If so, would mind sharing your opinion—from a gay Republican employment law attorney perspective—on the merits / disadvantages of AWE laws?Anonymousnoreply@blogger.com