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Medicol
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Do you have any smart ways or know any law articles or clauses that can protect employees 'rights who sign at-will contracts with their employers ?
russ_watters said:Witty?
The best thing you can do to "protect yourself" is to do your job well.
Anyway, I don't see this situation (in general) as a "problem", I see it as equal/fair.
SkyLeach said:I had a contract terminated once because my boss was an idiot and couldn't understand he was asking the impossible of me. I could prove it was impossible only to someone who understood the logic of what was being asked. Who was at fault, the idiot who hired the smart person to solve the problem and couldn't understand or the smart person who couldn't make the idiot understand?
Welcome to the real world.SkyLeach said:I had a contract terminated once because my boss was an idiot and couldn't understand he was asking the impossible of me. I could prove it was impossible only to someone who understood the logic of what was being asked. Who was at fault, the idiot who hired the smart person to solve the problem and couldn't understand or the smart person who couldn't make the idiot understand?
Medicol said:Do you have any smart ways or know any law articles or clauses that can protect employees 'rights who sign at-will contracts with their employers ?
Sure I should have asked for higher pay :(Choppy said:Perhaps this is a little niave of me, but isn't this solved by the negotiation of the contract up front?
If you agree to an "at will" clause then a condition of agreeing to that might be that you would charge a larger fee or devine a contract termination fee or simply allow yourself to secure the contract in the first place in a competative market.
SkyLeach said:I had a contract terminated once because my boss was an idiot and couldn't understand he was asking the impossible of me. I could prove it was impossible only to someone who understood the logic of what was being asked. Who was at fault, the idiot who hired the smart person to solve the problem and couldn't understand or the smart person who couldn't make the idiot understand?
A witty approach can protect AT-WILL contracted employees by using humor and clever language to communicate the importance of employee rights and protections. This approach can help to make the information more engaging and memorable, increasing the likelihood that employees will understand and follow the guidelines.
Some examples of a witty approach to protect AT-WILL contracted employees include using puns or wordplay in employee handbooks or training materials, creating humorous posters or videos to educate employees on their rights, or incorporating humorous elements into company policies and procedures.
A witty approach can be effective in protecting AT-WILL contracted employees by making the information more engaging, memorable, and relatable. It can also help to create a positive and inclusive work culture, where employees feel valued and respected, which can lead to increased loyalty and retention.
One potential drawback of using a witty approach is that it may not be appropriate or effective for all employees. Some individuals may not respond well to humor or may not understand the intended message. It's important to consider the audience and use a balance of humor and serious information to ensure the message is effectively communicated.
To ensure that a witty approach is implemented effectively, companies should involve employees in the creation process, as they will have a better understanding of what type of humor and language will resonate with the workforce. It's also important to regularly review and update the materials to ensure they are still relevant and effective.