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Journal of Business Ethics
Erschienen in: Journal of Business Ethics 2/2013

01.06.2013

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

verfasst von: Mark Harcourt, Maureen Hannay, Helen Lam

Erschienen in: Journal of Business Ethics | Ausgabe 2/2013

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Abstract

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.
Vorheriger Artikel A New Framework for Understanding Inequalities Between Expatriates and Host Country Nationals
Nächster Artikel Living in the Gray: Lessons on Ethics from Prison

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Fußnoten
1
Liberal means ‘free market’ in the European sense of the term (Hall and Sockice 2001).
 
3
The Department of Labor indicates that Extended Benefits are available to workers who have exhausted regular unemployment insurance benefits during periods of high unemployment. The basic Extended Benefits program provides up to 13 additional weeks of benefits when a state is experiencing high unemployment. Some states have also enacted a voluntary program to pay up to 7 additional weeks (20 weeks maximum) of Extended Benefits during periods of extremely high unemployment (www.​workforcesecurit​y.​doleta.​gov/​unemploy/​extenben.​asp).
 
5
There are exceptions provided to this notice period including the faltering company exception (where a company is, in good faith, seeking a capital infusion and fears that providing employees notice may harm attempts to secure that capital), the sudden, dramatic and unexpected business circumstance exception (not reasonably foreseen and beyond the employer’s control), and the natural disaster exception.
 
6
Section 103A, 2000 Employment Relations Act (Section 15, 2011 Employment Relations Amendment Act).
 
7
Section 103A, Employment Relations Act.
 
8
Trotter v Telecom Corporation of New Zealand Limited (1994) 4 NZELC (digest) 98,243; (1993) 659 (EC).
 
9
Trotter v Telecom Corporation of New Zealand Limited (1994) 4 NZELC (digest) 98,243; (1993) 659 (EC).
 
10
Section 102, Employment Relations Act.
 
11
Section 114, Employment Relations Act.
 
12
Sections 145 and 148, Employment Relations Act.
 
13
Section 159, Employment Relations Act.
 
14
Section 157, Employment Relations Act.
 
15
Section 179, Employment Relations Act.
 
16
Section 113, Employment Relations Act.
 
17
Section 123, Employment Relations Act.
 
18
Telecom New Zealand Ltd. V Nutter (2004) 7 NZELC 97,563.
 
19
Section 123, Employment Relations Act.
 
20
Section 125, Employment Relations Act.
 
21
South Taranaki Free Kindergarten Association v McLennan (2006) 1 ERNZ 1019.
 
22
Northern Hotel IUOW v Rotorua RSA (1989) 3 NZILR 497.
 
23
Section 123, Employment Relations Act.
 
24
Telecom New Zealand v Nutter (2004) 1 ERNZ 315 (CA).
 
25
Carter Holt Harvey Limited v Yukich (2005) ERNZ 300.
 
26
Telecom New Zealand v Nutter (2004) 1 ERNZ 315 (CA).
 
28
Prohibited grounds are those listed in the 1993 Human Rights Act and 2000 Employment Relations Act 2000 (e.g. age, gender, nationality and religion).
 
29
Section 124, Employment Relations Act.
 
30
Waitakere City Council v Ioane (2004) 2 ERNZ 194; Morris v Christchurch International Airport (CC 13/04, 24 June 2004).
 
31
EDS (New Zealand) Ltd v Shaddox (unrep, EC, WC 9/04, 24 June 2004).
 
32
Aoraki Corporation Ltd v McGavin (1998) 5 NZELC 95,767; (1998) 1 ERNZ 601 (CA).
 
33
Section 123, Employment Relations Act.
 
34
Tawhiwhirangi v Attorney General (1994) 1 ERNZ 459.
 
35
Aoraki Corporation Ltd v McGavin (1998) 5 NZELC 95,767; (1998) 1 ERNZ 601 (CA).
 
36
Tawhiwhirangi v Attorney General (1994) 1 ERNZ 459.
 
37
Telecom New Zealand Ltd v Nutter (2004) 7 NZELC 97, 563; (2004) 1 ERNZ 315 (CA).
 
38
Telecom New Zealand Ltd v Nutter (2004) 7 NZELC 97, 563; (2004) 1 ERNZ 315 (CA).
 
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Metadaten
Titel
Distributive Justice, Employment-at-Will and Just-Cause Dismissal
verfasst von
Mark Harcourt
Maureen Hannay
Helen Lam
Publikationsdatum
01.06.2013
Verlag
Springer Netherlands
Erschienen in
Journal of Business Ethics / Ausgabe 2/2013
Print ISSN: 0167-4544
Elektronische ISSN: 1573-0697
DOI
https://doi.org/10.1007/s10551-012-1400-9

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