David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Jack Alan Reynolds
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Journal of Business Ethics 115 (2):311-325 (2013)
Dismissal is a major issue for distributive justice at work, because it normally has a drastic impact on an employee’s livelihood, self-esteem and future career. This article examines distributive justice under the US’s employment-at-will (EAW) system and New Zealand’s just-cause dismissal system, focusing on the three main categories of dismissal, namely misconduct, poor performance and redundancy. Under EAW, employees have limited protection from dismissal and remedies are restricted to just a few so-called exceptions. Comparatively, New Zealand’s just-cause system delivers much more just outcomes, both in terms of remedies and punishments. Despite a few shortcomings, it should be considered as a reasonable reference for policy changes in the US
|Keywords||Dismissal Employment-at-will Just-cause Distributive justice|
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References found in this work BETA
Lillian T. Eby & Kimberly Buch (1998). The Impact of Adopting an Ethical Approach to Employee Dismissal During Corporate Restructuring. Journal of Business Ethics 17 (12):1253-1264.
Willie E. Hopkins & Shirley A. Hopkins (1999). The Ethics of Downsizing: Perceptions of Rights and Responsibilities. [REVIEW] Journal of Business Ethics 18 (2):145 - 156.
John J. McCall (2003). A Defense of Just Cause Dismissal Rules. Business Ethics Quarterly 13 (2):151-175.
Mark V. Roehling (2003). The Employment At-Will Doctrine: Second Level Ethical Issues and Analysis. [REVIEW] Journal of Business Ethics 47 (2):115 - 124.
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