Terminating Employeement. Unit VIII Article Critique

Terminating Employment
Student’s Name
Institutional Affiliation
Terminating Employment
In most countries, employees are protected against unjust, harsh, unreasonable, and unlawful termination of employment. Furthermore, appropriate rules and procedures are put in place to ensure that employers do not abuse their right when terminating employees (Komissarova and Zenin, 2016). Nonetheless, many employees are subjected to unlawful termination by their employers, despite the existence of laws that offer employee protection. However, unlawful termination of the employer-employee relationship brings forth various risks and legal challenges. For instance, Bogaert and Gross-Schaefer (2005) postulate that there are certain employees’ rights that override the implementation of the at-will employment doctrine. Employers stand to lose should they proceed with unlawful and unjust employee termination.
The article by Bogaert and Gross-Schaefer (2005) discusses various employee rights and job protections that make termination of the employer-employee relationship a very risky task, given the possibility of numerous adverse effects of the termination. Some of the potential impacts of termination may include adverse effects on the terminated employees, colleagues and future workers, customers, investors, and other stakeholders. In addition to the adverse repercussions of the termination of the employer-employee relationship, Bogaert and Gross-Schaefer (2005) also note that employers are exposed to a myriad of legal barriers, especially if the termination is unlawful. Employers should strive to safeguard a healthy employee-employer relationship, through various means, including legal and administrative remedies, as well as through the use of fair and objective management, and not exclusively out of fear of litigation.
Arguments raised by Bogaert and Gross-Schaefer (2005) seek to provide a remedy in the employee-employer relationship during the termination process. For instance, the exceptions to the at-will doctrine confirm that employers have legal restrictions in the execution of the rights. Bogaert and Gross-Schaefer (2005) argue that employee can sue their employers for “emotional distress caused by the termination” (p. 51). Employees are justified ...