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A rule that an indeterminate contract can be terminated at any time by the employer or worker for any reason; also known as all-you-can-eat terminal. All-you-can-eat employment has also been cited as the cause of Silicon Valley`s success as a business-friendly environment.  Some jurisdictions have recognized tacit alliances of good faith and fair action. The California courts have ruled that any employment contract involves a tacit agreement, that neither party will prevent the other party from receiving the benefits of the agreement. In deciding whether such a confederation should be concluded, a court considers factors such as whether the company has properly followed its declared personnel policy, the length of the person`s employment, possible guarantees of job security, the presence or absence of prior criticism of performance, and fundamental conceptions of fairness. Courts were much less likely to recognize employment exemptions at their convenience under constitutional provisions. Nevertheless, in Novosel v. Nationwide Insurance Co., 721 F.2d 894 (3d Cir. 1983), a federal appeals court issued an exception for an employee who was dismissed for refusing to join a company`s lobbying efforts because he privately opposed the company`s attitude on this issue. The court found that the provisions of the Pennsylvania Constitution and the First Amendment of the U.S.
Constitution protected the employee`s refusal. In Borse v. Piece Goods Shop, 963 F.2d 611 (1992), a federal appeals court ruled that Pennsylvania law can protect employees from dismissal because they refuse to participate in drug testing programs if employee privacy is improperly violated. Section 2922 of the Labour Code establishes the presumption that an employer may, for whatever reason or no reason, dismiss its employees. A fortiori, the employer can act indefattively, arbitrarily or inconsequentically without offering specific safeguards such as warning, fair procedures, objective assessment or privileged reassignment. Since the employment relationship is “in principle contractual” (Foley, oben, 47 Cal.3d 654, 696), restrictions on these employer rights are a specific issue of agreement of the parties that is explicit or implied in force. The mere existence of a working relationship does not indicate any legal expectation of continued or termination of employment under certain conditions, unless the parties have actually agreed to these conditions.