Total Articles: 2
In Illinois, Conversion to At-Will Status Requires Bargained-For Consideration (pdf).
HR professionals and in-house counsel are often faced
with the challenging task of getting out from under
commitments in old employee handbooks, such as
promises of progressive discipline, discharge only “for
cause” or tenured employment. The Illinois Supreme
Court and the U.S. Court of Appeals for the Seventh
Circuit ruled in the late 1990s that an employer could
not revoke such “employment contracts” by unilaterally
implementing a revised handbook containing “atwill”
disclaimers. Nor would the mere continuation
of employment under a revised handbook provide
suffi cient consideration for conversion to at-will
employment status.
Courts Set Out the Welcome Mat for Illinois Retaliatory Discharge Claims.
When is an at-will employee not an at-will employee?
