Board of Certified Safety Professionals (BCSP) Practice Exam

What is an example of a factor that may not justify termination under the "at will" employment rule?

1. Attendance issues

2. Union membership

3. Performance deficiencies

4. Policy violations

The correct answer is: Union membership

The "at will" employment rule allows employers to terminate employees for any reason, provided that reason is not illegal. Union membership is a critical factor that may not justify termination under this rule because it is protected under labor laws. Employees have the right to join unions without fear of retaliation or dismissal, as this would violate labor rights. Labor laws exist to protect employees' rights to engage in collective bargaining and to participate in union activities without employer interference. Therefore, termination based solely on an employee's union membership is deemed discriminatory and illegal in many jurisdictions, making it a factor that cannot legitimately justify dismissal. Attendance issues, performance deficiencies, and policy violations are typically valid reasons for termination in an at-will employment scenario. These factors usually relate directly to the employee's job performance and adherence to company standards, making them acceptable grounds for dismissal under the at-will doctrine.