Distributive Justice, Employment-at-Will and Just-Cause Dismissal

被引：0
|
作者：
Mark Harcourt
Maureen Hannay
Helen Lam
机构：
[1] University of Waikato,Department of Strategy and Human Resource Management, Waikato Management School
[2] Troy University,Human Resource Management, Sorrell College of Business
[3] Athabasca University,Human Resource Management, Centre for Innovative Management, Faculty of Business
来源：
Journal of Business Ethics | 2013年 / 115卷
关键词：
Dismissal; Employment-at-will; Just-cause; Distributive justice;
D O I：
暂无
中图分类号：
学科分类号：
摘要：
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.
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页码：311 / 325
页数：14
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