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Employment with the company is "at-will." This means that you may terminate your employment at any time with or without notice or cause. It also means that the company can terminate your employment, at any time, with or without notice or cause. [Add if applicable: While the company generally adheres to progressive discipline, it is not bound or obligated to do so. Again, in the company’s sole discretion, you may be terminated at any time, with or without notice or cause]. In addition, the company may need to alter your employment status, employment hours, schedule or demote you at it's own discretion with or without notice or cause.

As an at will-employee, you are not guaranteed, in any manner, that you will be employed for any set period of time. No one in the company, except the President, in a written, signed contract, may make any representation or promise to you that you are other than an at-will employee. Any employee, manager or supervisor who makes such a representation or promise to you is not authorized to do so.

Jackson Lewis P.C. | Maryland | Maryland Employers, Are You Ready? New Sexual Harassment Law Takes Effect October 1 (September 12, 2018)

Ogletree Deakins | Michigan | Paid Leave: Coming to a Michigan Workplace Near You (September 09, 2018)

Littler Mendelson, P.C. | Michigan | From Ballots to Bills: Michigan Adopts Paid Sick and Safe Time Law and Raises the Minimum Wage (September 11, 2018)

Littler Mendelson, P.C. | California | California Countdown 2018: Which Labor and Employment Bills Will the Governor Sign? (September 05, 2018)

Littler Mendelson, P.C. | New York | Significant Compliance Challenges in New York State's Proposed Anti-Sex Harassment Rules: What Can Employers Do Now? (September 07, 2018)

Fisher Phillips | New York | State Appeals Court Expands Scope Of NYC’s Marital Status Discrimination Law (September 12, 2018)

Jackson Lewis P.C. | New York | Reminder: New York City Employers Must Distribute Fact Sheet, Post Notice on Sexual Harassment Law by Sept. 6 (September 06, 2018)

Littler Mendelson, P.C. | Connecticut | Connecticut Continues to Extend Protections to Employees under State Medical Marijuana Law, Rejects Federal Preemption Defense (September 11, 2018)

Goldberg Segalla LLP | New York | New Legislation on Sexual Harassment Will Signifigcantly Affect the Handling of These Cases for Municipalities (September 06, 2018)

Jackson Lewis P.C. | Connecticut | Connecticut Court Holds That Refusing To Hire Medical Marijuana User Constitutes Employment Discrimination (September 06, 2018)