Under deontology, an act may be considered right even if the act produces a bad consequence,  if it follows the rule or moral law. According to the deontological view, people have a duty to act in a way that does those things that are inherently good as acts "truth-telling" for exampleor follow an objectively obligatory rule as in rule utilitarianism. Kant then argues that those things that are usually thought to be good, such as intelligenceperseverance and pleasurefail to be either intrinsically good or good without qualification. Pleasure, for example, appears to not be good without qualification, because when people take pleasure in watching someone suffer, they make the situation ethically worse.
Constitution, then examined how lower courts have applied the holdings of these Supreme Court cases to situations involving university professors at state colleges. This essay reviews cases under state law involving wrongful termination of employment in the USA, because an employee chose to follow ethical principles of the employee's profession.
Unlike employment law based on the Bill of Rights in the U.
Constitution, which only applies to government employees, the principles in this essay are applicable to all employees, even employees of for-profit and non-profit organizations. This essay is intended only to present general information about an interesting topic in law and is not legal advice for your specific problem.
There is no need to cite those cases, because: Because of my intentional lack of citations in this essay to the mainstream law of at-will employment, a reader might obtain the mistaken impression that the law in this essay is mainstream law.
So, I explicitly caution employees that: Protection against wrongful termination of employment is a developing area of law in the USA, which only rarely protects an employee. I list the cases in chronological order in the citations in this essay, so the reader can easily follow the historical development of a national phenomenon.
If I were writing a legal brief, I would use the conventional citation order given in the Bluebook. At the end of this essay, I urge readers to contact their state legislators and push for stronger state statutes in this area. Recognizing that this rule of law is too harsh, courts in the s began to develop an exception to the absolute right of an employer to terminate an at-will employee, in cases where the employer violated a clearly expressed public policy.
The process of developing the public-policy exception to at-will employment accelerated during the s and s, not only with judicial recognition of public policy, but also legislatures passing statutes providing whistleblowers with protection from retaliatory discharge. Such a violation could be either: I emphasize that the above public-policy exceptions are not the law in every state of the USA, but do describe the law in many states of the USA.
The law varies from state to state, so no terse, general description of employment law can be absolutely correct for every state in the USA. These limited public-policy exceptions in the majority of states do not create rights of freedom of speech for learned professionals, nor do they create rights of learned professionals to uphold high ethical standards.
The above public-policy exceptions are mentioned only as a foundation of the law that is discussed in the remainder of this essay.
In some states this cause of action is a tort, in other states it is a breach of contract action. Citations to cases are found in my companion essay on the history of at-will employment in the USA. In many states, the public-policy exceptions have been created by the legislature in statute s that specifically gives the ex-employee the right to sue for wrongful discharge.
In order to shorten this long essay, I have moved this detailed discussion to my companion essay on the history of at-will employment in the USA.
Just as bad, unjust or unethical decisions by management are legally protected. As a result of judicial reluctance in this area, even in states which do permit the tort of wrongful discharge of at-will employees for public policy reasons, the tort offers little or no protection to most employees.
Sometimes these personal ethical obligations collide with the desires of the employee's manager or employer. In the case of Connick v.
In the case of Waters v. In both of these cases, the discharged employee was not insubordinate, but only discussing matters of professional ethics with another professional.
These obligations require independent and individual professional judgments from the attorneys. In my view, this makes attorneys exempt from blindly following orders of superiors in every instance.
By presenting to the court whether by signing, filing, submitting, or later advocating a pleading, written motion, or other paper, an attorney In plain English, this Federal Rule requires that the attorney must first make "an inquiry reasonable under the circumstances" and then not mislead the court about either fact s or law.Taking a medical test?
Get up to speed with these medical law and medical ethics questions! Test that contain medical law and ethics questions. Taking a medical test?
Get up to speed with these medical law and medical ethics questions! Test that contain medical law and ethics questions. Environmental Ethics Of Environmental Management - First of all, the most important means of environmental management is the law.
Means a mandatory legal means of environmental management, environmental management according to law is to control and eliminate pollution, protect the rational utilization of natural resources, and an important measure to maintain the ecological balance.
About the College of Law. Mission Statement: Preparing 21st century lawyers and leaders to serve the public, government, and business — both locally and globally — while focusing on justice, ethics, professionalism, and service in a diverse, vibrant, and respectful community.
Giving Voice to Values (GVV) is an innovative approach to values-driven leadership development in business education and the workplace. Rather than a focus on ethical analysis, the Giving Voice to Values (GVV) curriculum focuses on ethical implementation and asks the questions: “What if I were going to act on my values?
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