Issues has received various questions, complaints and concerns about businesses and business practices. Most of the concerns relate with unethical business practices. While our policy is not to liable businesses, many of these concerns need to be addressed, which we will do without divulging the company's name, as a means of protection against allegation. That is not to insinuate that we do not believe our reader's stories, but rather to protect ourselves from liability suits.

Since Issues is already involved in the at-will employment issue, we have decided to bring you more information involving real life true at will horror documentation, as well as state-by-state disclosure of laws and bills regarding at-will employment and/or employee protection.

The prior statement was not meant as a vote for unions, it was merely a statement of fact.

	Employment At Will The basic law in all states except Montana, is that an employer may dismiss at any time an employee who was hired for an indefinite period, for any reason or no reason, without incurring any liability to the employee. An Eye Opening History of Employment at-will From hr-esource.com Great at-will discussion From Thoughts at 3AM At-will, temp and permanent employees From Tempcity USA At-will employment application From AMC Theaters Employment At-Will & Due Process Boston v. Webb Your Rights and At-Will Employment From Careerbuilder.com At Will Employment Canadian Style From Ogilvy Renault   FROM CONSTRUCTIVE DISCHARGE TO AT-WILL DISMISSAL A TWO YEAR BATTLE AGAINST HARASSMENT AND TORTURE AT THE HANDS OF HIS SUPERIORS ENDED WITH AN AT-WILL DISMISSAL What happens when a superior within a small business holds a personal grudge against an employee? If the superior holds no professional ethics, he or she will deliberately impose working conditions that are so discriminatory and/or intolerable that a reasonable person would quit, in other words, the superior would impose a constructive discharge. Intolerable working conditions were just a small portion of the harassment Charlie suffered at the hands of his New York Employer for nearly two years. (More...bottom of page) Constructive Discharge The Involuntary Resignation From Florida Mediation Group		What Is Constructive Discharge? From U.S. Law.com Constructive Discharge From USLaw.com Elements Necessary To Prove Constructive Discharge From Phelps Dunbar LLP Constructive Discharge & California Law From LaLabor.com Constructive Discharge When an employer imposes intolerable working conditions that foreseeably would compel a reasonable employee to quit, (i.e. prohibited harassment or discriminatory/retaliatory working assignments or conditions) Constructive Discharge From Employment Law Central Constructive Discharge From GotTrouble.com Constructive Discharge An EEOC Description Abrupt Dismissal From: Business.com Termination and Constructive Discharge From: Business.com Common-Law Tort Theories at-will employment constructive discharge

Charlie's Story Continued... Charlie's employer worked continuously to make his life miserable. This was accomplished by continuously changing the job description Charlie was presently placed into and by always placing Charlie under the direct supervision of a supervisor that had a personal conflict with Charlie's spouse. This factor continued even when Charlie was placed in positions that would normally dictate a different direct supervisor. It continued even through a promotion to Divisional Manager, a position that traditionally held no direct supervisor. The supervisor would force Charlie to work late evening hours, because his superior "knew he hated that shift," or would insist that Charlie be responsible for office work, even though he held a field position. The situation worsened when the company found itself in the midst of a Federal Labor Department investigation. The company owner made several references to Charlie, indicating that: 'he knew Charlie's wife was responsible for their present dilemma,' always adding: ‘don’t worry that has no bearing on your position with the company, you’ll always have a job here.’ Charlie's work schedule increased, although being a salaried employee meant no wage increase in compromise. The abuse grew at a steady pace. Charlie began making references to his spouse and coworkers that he wanted to look for a new job. This never developed for his employer kept him overloaded with work, not allowing Charlie adequate time to seek another job. In November of 2001, Charlie's employer called him into the office to inform Charlie that ‘there was no longer a position for him with the company.’ Charlie requested one of the many positions that the company was presently hiring to fill, but the company owner stood firm on ‘the company no longer having a position for Charlie.’ Since that day, the rumor mill had offered various explanations for Charlie's dismissal. Two employees revealed that ‘Charlie’s direct supervisor had smugly told them that Charlie had been fired.’ The supervisor later recanted the story and suggested that the company was downsizing, even though new employees were hired within 24 hours of Charlie's dismissal. Do You Have A Story To Share?