Almost everywhere across the United States, the employment relationship is generally governed by the doctrine of at-will employment. This means that, unless there’s a contract, the employer or employee may terminate the employment relationship at any time, for any reason, or even for no reason at all. You’ll often find the description of your relationship with your employer in an employee handbook, if one was provided to you. As an aside, your handbook will likely have a great amount of very useful information, and it is recommended that you read it carefully and understand it. It’s your go-to when you have a question about what to do concerning: complaints, leave, expectations of your conduct and that of another, among other topics of information.
The at-will employment doctrine is a long-standing common-law principle in the United States. While the at-will doctrine remains the default rule, it is subject to certain exceptions and limitations that aim to prevent abuse and ensure fairness in the workplace.
Broadly speaking, based on federal laws, the exceptions include protection against discrimination on the basis of race, color, sex, ethnicity, national origin, age, disability, and religion. Under wage laws, you are protected from being paid less than minimum wage, non-payment or underpayment of overtime for hours worked over 40 in a week, and for paid less than others on the basis of your sex. Each state may provide broader protection, for example, under New York State Human Rights Law, New York City Human Rights Law, New York Labor Law and local laws.
For brevity, many other protections are not included in this post, as well as an explanation of how each is applied to a particular context and circumstances. Should you have any questions concerning an issue at your workplace and need to speak to an attorney, please click this link to schedule free and confidential consultation.