The Employment-at-Will Doctrine. Another Euphemism as our Language Fades into Irrelevance

States that have adopted this standard as a way of attracting businesses, have managed to do so without an outcry by the vast majority of voters, employees. After all, why should there be an objection? It sounds so fair and evenhanded on the surface. If you, the employee, no longer want to remain in your position, you simply move on after giving appropriate notice. No reason need be given, though youll no doubt be asked and will probably offer the least offensive one you can muster.

So, doesnt it follow that your employer should have that same right? If he or she decides one day they no longer want you around, shouldnt they have the option of sending you out into that big world with all its opportunity? Of course there are limits imposed by law on the reasons they can sever the relationship. These concern race, religion and various factors that are not appropriate cause for dismissal. But outside of these considerations, you are completely subject to the whims of your employer. Maybe youve decided to leave your job on a whim. Once again, seems so fair, no wonder the subject gains little attention.

Now maybe you and your boss didnt get along very well. Youve been drilled to keep those matters to yourself when you interview with prospective employers. This process reinforces to all employers that as a group theyre simply wonderful. No one ever has a complaint against any of them.

But surely, even if you werent well liked by the boss, he or she will restrict their comments to potential employers to job title, dates of employment, maybe salary history. Now this shouldnt be too damaging. Of course, if its a good job youre going after, youll be competing with others who were on much better terms with their bosses. These individuals are probably going to get accolades that make your dates of employment and the like seem like a barrage of 4 letter words.

Bosses who are more daring and determined to make your life a bit harder, can offer negative feedback on your performance. It must be true and subject to verification. If the boss has it in for you, this can be accomplished very easily, as anyone who has ever seen a scapegoat taken down in an organization can attest. And of course, theres the clincher, a negative response to the question of whether the person is eligible for rehire. If the answer is no, dont bother pressing your suit for the second interview.

You may choose to criticize the organization every chance you get among friends and strangers, but that wont stem the tide of applicants whenever they advertise a position. Your future is in their hands, not vice versa. And even with the scale tipped so decisively in favor of the employer, there are state legislatures attempting to make it easier for them to divulge more about you without any recourse on your part.

So, does the Employment-at-Will Doctrine create the balance between employer and employee that it seems to on the surface? No. It does bring businesses to your state though, ensuring as it does a docile workforce. Docile and insecure, for when you can be dismissed for any reason, your family and you have no reason to feel secure.

Negotiations happen in our daily lives. We might not be aware of it, but many situations require good negotiation skills, including the simple act of buying an item from a store, talking things over to save a relationship, and trade agreement between nations, among others.

It would be worthwhile to consider the factors that may spell success or failure in the negotiating table:

1. Everyone aspires for negotiations to turn out successful; otherwise, it is senseless to sit, talk, and explore (sometimes for hours) each others position to no avail. For this to be so, exert every effort to favor the other partys whims while still coming out satisfied or contented with the outcome of the negotiation. This should be your objective. Come to terms as easily as possible. Stipulate details in black and white with a tint of trust to seal the negotiation in favor of both parties.

2. Mutual respect for each others priorities must prevail. Never focus on your own objective alone. Think of how the other party would be satisfied with the outcome.

3. Get to the core of the discussion and work from that core outward, concentrating on the details.

4. It is not difficult to trace the presence of sincerity in a negotiation. As long as you have this in mind and you see the other partys sincerity as well, the progress of the negotiation will sail smoothly.

5. You may have a set of rules that are guiding you to get what you want. Modify if need be as long as it is practical and does not deviate to become a disadvantage on your part.

6. Negotiating is not a contest on who is better between the parties involved. There is no battle to win. Neither is it a stage to display ones wits. It should be a two-way process.

7. Be true to your word. What you say must be congruent to your action. Any deviation should be tackled beforehand to avoid the element of surprise, which usually leads to anxiety.

8. Keep your options as open and as diverse as possible. They may come in handy, especially when slight differences pop out.

9. Watch for reactions to proposals through body movements. They may help to make you and the other party come to terms more easily.

10. Be a good listener. Pre-empt what the other party may say, but only in your mind. You could be right, but you could also be wrong. It is better to sound affable than be sorry afterwards.