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IntroductionThe doctrine of employment-at-will emerged in the nineteenth century in the United States in a climate of unbridled, laissez faire expansionism, social Darwinism, and rugged individualism. It is often referred to as Woods Rule, named after Horace C. Wood, who articulated the doctrine in an 1877 treatise Master and Servant. No doubt the title of the treatise says all that need be said regarding Woods view of employment relations and, unfortunately, the view shared by most of his legal contemporaries (Mauk, 1985).According to Wood, an employee must be free to abdicate at any time, otherwise there is the possibility of involuntary servitude, which is prohibited in the Thirteenth Amendment to the U.S. Constitution. The doctrine of mutuality of obligations then required a bilateral right of the employer to terminate the employee at any time.At- Will Employment Definition and ApplicationIn its narrowest sense, the doctrine of at-will employment only speaks to when an employ ment lead kindle be terminated the contract can be terminated at-will of either party, i.e., at any time. A separate issue is why (i.e., for what reasons) the employment contract can be properly terminated. From the beginning, the concept of at-will employment meant that the employment contract could be terminated for any reason by either party (Mauk, 1985). closely employees of state governments in the USA are not at-will employees. And most members of labor unions in the USA are covered by a written contract, called a "collective bargaining agreement that contains a clause specifying that their employment can be terminated only for just cause. This clause makes union members not at-will employees.Recognizing that this loom of law is too harsh, courts in the 1960s began to develop an exception to the absolute right of an employer to terminate an at-will employee, in cases where the employer violated a clearly expressed cosmos policy. The process of developing the public-pol icy exception to at-will employment accelerated during the 1980s and 1990s, not only with judicial recognition of public policy, but also legislatures passing statutes providing whistleblowers with breastplate from retaliatory discharge (Mauk, 1985).At St. Thomas the Apostle school, we have a part time Day Care provider, who works for our after school program and big businessman be fired at the end of this school year. She has displayed unethical behavior towards co-workers, unprofessional attitude toward parents and students, and illegal actions by displaying negligence to safeguard students under her care. Therefore, a panel of several administrators has met to discuss the different legal issues that might arise before termination is announced to her this June.