Distributive justice, employment-at-will and just-cause dismissal

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dc.contributor.authorHarcourt, Mark
dc.contributor.authorHannay, Maureen
dc.contributor.authorLam, Helen
dc.date.accessioned2013-01-24T23:50:02Z
dc.date.available2013-01-24T23:50:02Z
dc.date.copyright2012-07-14
dc.date.issued2012
dc.description.abstractDismissal 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.en_NZ
dc.identifier.citationHarcourt, M., Hannay, M., & Lam, H. (2012). Distributive justice, employment-at-will and just-cause dismissal. Journal of Business Ethics, article in press.en_NZ
dc.identifier.doi10.1007/s10551-012-1400-9en_NZ
dc.identifier.issn0167-4544
dc.identifier.urihttps://hdl.handle.net/10289/7114
dc.language.isoen
dc.publisherSpringer-Verlagen_NZ
dc.relation.isPartOfJournal of Business Ethicsen_NZ
dc.relation.ispartofJournal of Business Ethics
dc.subjectdismissalen_NZ
dc.subjectdistributive justiceen_NZ
dc.subjectemployment-at-wilen_NZ
dc.subjectjust-causeen_NZ
dc.titleDistributive justice, employment-at-will and just-cause dismissalen_NZ
dc.typeJournal Articleen_NZ
pubs.begin-page311en_NZ
pubs.elements-id38128
pubs.end-page325en_NZ
pubs.issue2en_NZ
pubs.volume115en_NZ
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