While I used the impact on small business to most starkly bring out the impact of such a law, the impact on larger businesses would be no less radical. The "people issue" is just as acute in large businesses as it is in small. And the effect of mandating cause-only terminations in large businesses would be to create something resembling a union-like environment in which "guarantees" tend to replace incentives, and this is something that employees themselves have consistently rejected when they vote down things such as unions in the private sector.<p>In addition, the pattern is clear in this area: a labor law of this type applies "only" to large companies when it is enacted. Within a few years, it is either made universal or is applied by extension of the law to smaller and smaller enterprises. Thus, once it is acknowledged in principle that government-mandated "guarantees" trump private associational rights, it would only be a matter of time before such guarantees applied far more pervasively, if not universally, in the workplace.<p>Thus, in my view, the issue needs to be addressed as a matter of principle and not as a function of the size of the employer. People can disagree but, if they accept this for large companies as a matter of pragmatism, they will (in my view) find it applying to the small businesses of the not too distant future as well.