The "At Will Rule" & Its Exceptions

"At Will" Employment

Means employer can terminate without cause or notice
Is a "presumption" only, and can be overcome by evidence
Applies only to one theory of rights: "implied" contract
If applied mechanically, produces shockingly unfair outcomes
Has been the subject of numerous cases limiting its scope

The Exceptions

Collective Bargaining Agreements and Private Employment Agreements
Actual company practices & policies suggesting fairness & cause required
Statutes that prohibit discrimination (race, age, sex, etc.)
Statutes that protect against firing employees exercise their rights under the statute
- Jury Duty
- Reporting health & Safety Violations
- Taking time off to attend Child's school event
- Using medical and pregnancy leave
- Military training and duty
- Filing a worker's comp claim
- Filing a complaint of discrimination/harassment
- Complying with a Court Subpoena
- Suing for wages or benefits under the "Private Attorneys General Act"
- Seeking recovery of wages/bonuses/commissions or other compensation due
- Discussing wage levels, benefits, and working conditions with co-workers
- Union Activities
- Reporting a Sarbannes Oxley violation or cooperating in an investigation of corporate fraud
- Other statutes giving rights, and protecting against retaliation when using those rights
Case Law (Court Decisions) that recognize "common law" anti-retaliation rights (whistle-blower protection)
Case Law (Court Decisions) that recognize "common law" protection for refusing to follow illegal employer directive

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Disclaimer: This site is not legal advice. View it as a general resource and public service.

The Employment Law Office of Frank Pray handles cases related to most areas of employment law. My law firm is dedicated to helping employees dealing with issues of workplace discrimination (including gender discrimination, race discrimination, age discrimination and discrimination based on religion, national origin, sexual orientation, disability, pregnancy or illness); harassment due to hostile work environment (whether sexual, verbal, or other); contract disputes; wage and hour violations (such as overtime or break violations); whistleblower retaliation, qui tam and false claims act cases; and severance agreements and negotiations. My legal services and advice are available to any employee involved in illegal or wrongful termination, assault, battery, defamation, slander, or violation of privacy; or with job concerns regarding medical leave, Occupational Safety & Health Act (OSHA), affirmative action, gay & lesbian rights, Fair Employment and Housing Act (FEHA), labor code violations, Americans with Disabilities Act (ADA), California Family Rights Act, the federal Family Medical Leave Act, Employee Retirement Income Security Act (ERISA), Worker Adjustment and Retraining Notification (WARN) Act, or the Federal Employer's Liability Act. I can be contacted by anyone seeking an attorney for information about employee civil rights, or opportunities for monetary settlement, damages, or personal injury claims. "Employee Rights" is my exclusive focus, and has been for over 15 years.

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