At-Will does mean “At-Will” but…
The reality is, employers need to understand that the “At-Will” provision will not protect them for violations of employee rights. Obviously terminating an employee for discriminatory or retaliatory reasons will not protect you from a wrongful termination lawsuit. We are constantly trying to get managers to understand that it is still important, in every scenario, to document poor performance or violations of company policy and if you do that, you really do not have to worry about the “At-Will” provision. Too many employers look at it as a safety net. Forget it and simply do your documentation and you will be covered. Let the “Legal Beagles” argue the “At-Will” provision if the need arises.
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