The Library of Congress has a letter Jackie Robinson wrote to his new boss, his answer to a published report suggesting he had violated his contract with his Negro League team, the Kansas City Monarchs. I located a transcript.
Robinson explains that he had asked the business manager of the Kansas City Monarchs for a contract, “but none was ever tendered to me,” Robinson wrote. “I knew that I had no job at any minute they cared to dismiss me. Furthermore, at no time did I have a conversation with anyone connected with the Kansas City Monarchs or with any other club for that matter in regard to my future services.”
If there was no contract, and therefore no contract violation, in the hiring of Jackie Robinson, the Dodgers boss’ unwillingness to offer any compensation to the Kansas City team was seen as obnoxious if not predatory by some observers. Contrast Rickey’s behavior with that of Cleveland Indians’ boss Bill Veeck who paid $10,000
($140,000 in today’s money) to the owners of the Newark, New Jersey, Negro League club for Larry Doby, the second African American brought to the majors. The Dodgers’ boss remained unrepentant about paying zilch for Robinson, indicating that in the fight to desegregate America, it was his hope and expectation the Negro Leagues would cease to exist, like Black-only hotels and restaurants.
Here in 2024, it is important to note that at-will employees in most states still have the right to not be fired at random. Some states insist the firing must be reasonable. Some states acknowledge implied contracts even if there was no formal contract. In these states, if you can prove your boss promised something contract-like or if a company’s employee handbook has the feel of a contract, it is possible you cannot be summarily canned. Some states prevent firing whistleblowers or terminating employees who refuse orders to break the law.
You need to look these up for your own state. What I can list are the states that give companies the most leeway and at-will employees the fewest rights: Florida, Georgia, Louisiana and Rhode Island are at the bottom or top of that list, depending on your management vs. employee perspective.
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