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Week 2 - Discussion 1

Week 2 - Discussion 1 - In order to answer this question...

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In order to answer this question, the first thing to be noted is what the Wrongful Discharge from  Employment Act (WDEA) entails; after which, one may look at the parts of the act that appear to benefit  employees and the part that benefits employers or both. Note the following excerpt which explains how  the Montana Wrongful Discharge from Employment Act came about.  "Prior to 1987, the Montana Supreme Court developed a number of common law employment discharge  remedies which provided greater protection for employee rights than available in many other states.  Those remedies included actions for breach of the implied covenant of good faith and fair dealing,  negligence, wrongful discharge based on violations of public policy, and breach of contract.  In 1987,  however, in response to a series of large damage awards in favor of employees, the legislature enacted  the Wrongful Discharge From Employment Act. The Act balances the interest of an employee in job  security, and the employer's interests in efficiency, greater certainty, and limiting risk in making  employment decisions." (Source: http://www.gsjw.com/catalogs/catalog110/section172/file44.pdf)    This act clearly seeks to benefit both employees and employers therefore.  Put simply, "its main feature is  that it prohibits discharge for other than good cause, and it gives the employee the right to challenge a  termination in court or before an arbitrator. The WDEA pushes employees and employers toward  arbitration by making the party who rejects an offer to arbitrate, and who then loses in court, responsible  for the other party's costs and attorney fees. It also gives the employee who prevails in arbitration the cost  of the arbitration."  Hence, either the employee or employer stands to benefit if a claim is filed and either  of them win the case - since charges will have to be paid by the party who loses the case.   
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