Regular Employees Vs. Temporary or Independent Contractors

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employer can exercise to those who work at-will. When an employee works at-will, the employer can legally terminate the employee at any time with or without a reasonable reason. As long as the reason for firing is not illegal organization have the rights to practice this state rule.

Although employers have the right to fire an employee who is at-will there are some exceptions to the rule. For example, if Vista International Operations would terminate an employee for discriminatory reasons the employee has the right to file a claim against his employer for wrongful termination. Discriminating against an employee is deeply penalized in court. Federal law prohibits employers to fire anyone based on protected characteristics such as race, sex, age, national origin, religion, pregnancy and disability. Among other possible wrongful termination examples firing an employee under a promising contract can take an employer to court. If an employer promises an employee job security, it might mean the employee may not be working at-will. In Alaska, a promising contract can be considered when the company says it orally, written or implies it. If Vista International Operations fires, an employee violating their breach of contract, they will end up going to court for violating the employee's promising contract. A promising contract can be if the employer makes promising comments such as "If you continue to perform exceptionally you will have a long future in the company".

References

Alaska Department of Labor. (2015). FAQ. Retrieved from http://www.labor.alaska.gov/lss/whfaq.htm

Vista International Operations. (2015). Vista International Operations. Retrieved from http://www.viops.com/#!about-us/cyl6

Hirsh, A. (2015). Chron. Retrieved from http://smallbusiness.chron.com/temporary-vs-permanent-employees-21559.html