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연구자들이 자신의 연구와 전문성을 널리 알리고, 새로운 협력의 기회를 만들 수 있는 네트워킹 공간이에요.
초록· 키워드
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A limitation on the employ's right to dismiss an employee, such ac a just cause standard for dismissal, can come explicitly from a promise or it can be implied in a contract that seems to promise unconditional employment for a period of time.
Implying important terms of employment contracts has a long history. For example, formal contracts of employment, enforced in the heyday of the employment at will rule, could be terminated for just cause without the employ's being liable. This employer's privilege to terminate was implied by law. Implying a privilege to terminate for just cause was necessary to protect employers from being obligated to continue employment for life or otherwise for indefinite terms without being able to dismiss unless the employee breached the contract. The implied in fact contract doctrine similarly implies a term: a duty on the employer, limiting it's power to dismiss.
In considering the history of the employment at will rule, it is helpful to recall that contract law does not take all promises seriously: if you sue me for reneging on an invitation to come to dinner, it is unlikely you will recover. The employment at will rule reflected a policy judgment that informal promises of employment security should not be taken seriously by the law, unless the employee offered an indication that both parties meant for their to be enforced.
Implying important terms of employment contracts has a long history. For example, formal contracts of employment, enforced in the heyday of the employment at will rule, could be terminated for just cause without the employ's being liable. This employer's privilege to terminate was implied by law. Implying a privilege to terminate for just cause was necessary to protect employers from being obligated to continue employment for life or otherwise for indefinite terms without being able to dismiss unless the employee breached the contract. The implied in fact contract doctrine similarly implies a term: a duty on the employer, limiting it's power to dismiss.
In considering the history of the employment at will rule, it is helpful to recall that contract law does not take all promises seriously: if you sue me for reneging on an invitation to come to dinner, it is unlikely you will recover. The employment at will rule reflected a policy judgment that informal promises of employment security should not be taken seriously by the law, unless the employee offered an indication that both parties meant for their to be enforced.
목차
Ⅰ. 계약이론의 형성
Ⅱ. 계약이론의 내용
Ⅲ. 계약이론의 효력 요건
Ⅳ. 피해의 증명과 구제
Ⅴ. 결어
參考文獻
〈Abstract〉
참고문헌 (7)
참고문헌 신청
[단행본] - Williston, S / 1956 / Williston on Cqntracts
[학술지(정기간행물)] - Henderon / 1969 / Promissong Estopel and Traditional Cqntract Doctine / Yale Law Jqwnal 78
[학술지(정기간행물)] - Fullcr, L / 1981 / Basic Cqntract Law 23
[학술지(정기간행물)] - Mc Cqrmic / 1931 / The Pmol Evidence Rule a Proudunal Derice qor Control of the Jung / Yale Law Jounal 41
[단행본] - Horace G. Wood / 1877 / A Treatise on The Law of Master and Servant
[학술지(정기간행물)] - Henderon / 1969 / Promissong Estopel and Traditional Cqntract Doctine / Yale Law Jqwnal 78
[학술지(정기간행물)] - Fullcr, L / 1981 / Basic Cqntract Law 23
[학술지(정기간행물)] - Mc Cqrmic / 1931 / The Pmol Evidence Rule a Proudunal Derice qor Control of the Jung / Yale Law Jounal 41
[단행본] - Horace G. Wood / 1877 / A Treatise on The Law of Master and Servant
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