The Montana exception is based on the practice that the at-will doctrine ends when the worker is employed for six months. This allows employers to reduce their losses during a trial period at an early stage of the relationship, unless there is a good adjustment in terms of qualification, performance or philosophy. While all-you-can-eat employment offers less protection to workers than alternatives such as employment under a union collective agreement, workers have rights after dismissal. These include legal rights under federal and national law, such as unemployment insurance and anti-discrimination laws. The at-will practice is typically attributed to a treatise published in 1877 by Horace Gray Wood and called master and servant.  Wood cited four American cases as authority for his rule that, if a commitment was permanent, the burden of proof was owed to the servant to prove that an indeterminate working time was one year.  In Toussaint v. Blue Cross – Blue Shield of Michigan, the court stated that “Wood`s rule was quickly cited as an authority for another proposal.”  However, Wood misinterpreted two of the cases, which in fact showed that at least in Massachusetts and Michigan, there was a rule that workers should be dismissed based on the length of the contract prior to termination.  All-you-can-eat employment has become increasingly popular over time. This type of employment requires a great deal of flexibility for both the employer and the worker. For example, employers may change terms of employment – such as wages, benefit plans or paid breaks – without notice or consequences.
The Tribunal`s interpretations ranged from the requirement of a “just justification” to the refusal of dismissals on malicious grounds, such as the dismissal of a long-term worker, for the sole purpose of circumventing the obligation to pay the worker`s pension benefits. Other court decisions rejected the exception and found that it was too burdensome for the court to establish an employer`s true motivation to dismiss an employee.  Theoretically, you should NOT sign the agreement at your convenience. The courts have always held that the employer can terminate you or even refuse to hire you if you refuse to sign the agreement as it sees fit. However, good employers know that this would be wasted and that there is no point in firing people abruptly and for no reason.