In most instances, an employment contract will not state its expiration date. In such a case, the contract may be terminated at any time by either party. If the employment contract does not have a definite duration, it is terminable at will. This is called employment at will. Under the employment at will doctrine, the employer has historically been allowed to terminate the contract at any time for any reason or for no reason. Some State Courts and some State Legislatures have changed this rule by limiting the power of the employer to discharge the employee without cause.
Oregon At-Will Employment Agreement, also known as At-Will Employment Doctrine, is a legal principle governing the employer-employee relationship in the state of Oregon. This agreement establishes that either the employer or employee can terminate the employment relationship at any time, with or without cause, and with no prior notice. The term "at-will" signifies the absence of a contractual agreement for a specified duration of employment between the two parties. Both the employer and employee are free to end the employment relationship at their discretion, provided it is not for an illegal reason or a breach of contract. In Oregon, there are no specific statutory requirements for an At-Will Employment Agreement. It is automatically presumed that the employment relationship is at-will unless otherwise stated in a written contract or an employer's policies and procedures. While the general concept of at-will employment remains the same, there can be variations or specific types of contracts that employers may adapt to provide additional job security or restrictions for employees. However, it is essential to note that such variations can only exist if agreed upon by both parties and are not mandated by law. Some common types of modified at-will employment agreements in Oregon include: 1. Contract-based At-Will Employment: This agreement is a written contract that explicitly establishes the terms and conditions of the employment relationship, including the duration of employment, reasons for termination, and any severance or notice requirements. 2. Implied Contractual At-Will Employment: Unlike the explicit contract, this agreement is not in writing but inferred from the circumstances of the employment relationship. It may arise from statements made during the hiring process, employee handbooks, or employer policies that indicate an implied promise of continued employment or specific reasons for termination. 3. Collective Bargaining Agreement (CBA): In cases where employees are represented by a labor union, a CBA is negotiated between the employer and the union. This agreement outlines the terms of employment, including grounds for termination and any specific procedures that must be followed before an employee can be disciplined or dismissed. It is essential for both employers and employees in Oregon to understand the implications of an at-will employment relationship and any specific agreements they may have in place. It is advisable to consult legal counsel or review employment contracts to ensure compliance with state laws and protect both parties' rights.
