The Right to Terminate Employment During Training: An Employer’s Perspective

One common question arises when discussing the termination of employment during a training period: is it permissible for an employer to terminate an employee who is simultaneously a college student? This article aims to clarify the legal and practical implications of such terminations.

Legality of Termination During a Probationary Period

Termination during a training period is perfectly acceptable, especially if it's during a probationary period. Most companies have clear policies regarding probationary periods, which are designed to evaluate whether a new hire can meet the job's requirements. The termination decision is not based on your status as a college student but rather on your performance and suitability for the role.

Employer's Rights to Terminate Employment

Employers have the right to terminate employees for virtually any reason or no reason at all, at any time. This is consistent with the principle of at-will employment, which is prominent in the United States. This means that employment can be terminated by either party at any time, with or without cause. Thus, an employer can end an employment relationship due to poor performance, unreliability, or any other valid reason.

However, it's important to note that while employers can terminate an employee for being a college student, it is often more practical and effective to terminate an employee for more specific reasons such as limited availability, excessive call-outs, or unwillingness to work additional hours as needed.

Experiences with College Students in the Workplace

My personal experiences during my career have underscored the complexity of hiring college students. Initially, college students were considered dependable and eager to work. I frequently utilized pharmacy students, who were motivated to work and eager to learn. My company mostly hired new graduates who had worked for our company. For example, Tennessee’s state pharmacy college, located in Memphis where our headquarters were based, provided a steady supply of pharmacy students. Similar arrangements were made with Knoxville CVS and Kroger when we had a pharmacy school.

However, over the past decade, I observed a significant change in the work ethic of college students. They became less dependable and more likely to call out or miss work. This was not due to illness but rather as a result of insufficient planning and prioritization of work commitments. For instance, they would miss shifts because a paper was due or they needed to study. Their job was simply not their top priority. Moreover, they often did not plan ahead, leave shifts open for other students, or be willing to work additional hours as needed.

The result was that many of the pharmacy managers at CVS and Kroger decided to stop hiring college students altogether. This shift is indicative of a broader trend where work ethic is becoming a critical factor in hiring.

Finally, it’s important to note that while colleges may teach knowledge, they do not always prioritize teaching the importance of work ethic until after graduation. This can leave graduates unprepared for the demands of the workplace.

In conclusion, an employer has the right to terminate an employee during a training period for various reasons, and while they might not explicitly mention it, the termination is more likely based on specific issues such as unreliability or poor performance, rather than the employee's educational status.

Employers and employees alike need to understand the concept of at-will employment and the importance of maintaining a strong work ethic to ensure a successful and productive working relationship.