Employment At Will Policy

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					This document sets forth a company’s policy that the employee’s employment at the
company is considered “at will.” The policy states that the company may terminate the
employment at any time and for any reason, and that the employee may also terminate
employment at any time, without providing a notice or reason. As drafted, the company
reserves the ability to change or alter the employee’s employment status. This
provision can be used alone or included in an employee handbook or employment
agreement.
                                  Employment “At-Will” Policy

Employment with the company is considered “at-will”. This means that the company may
terminate your employment, at any time, and for any reason. You can terminate your
employment at any time as well, without notice and for any reason. While our company has
adopted a progressive disciplinary policy, it is not obligated to do so. Using a progressive
disciplinary policy is at the sole discretion of the company. It is within the company’s authority
to change or alter employment status, add or reduce work hours, change work schedules, or
promote or demote you within the company at the company’s sole discretion, without prior
notice and without cause.

As an “at-will” employee, there is no assurance that you will be employed at the company for
any defined period of time. The “at-will” employment status can only be changed in writing by
[Insert title of individual or department, for example, human resources]. No other company
documents or verbal statements to the contrary can be used to change the “at will” employment
status of an employee.




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DOCUMENT INFO
Description: This document sets forth a company’s policy that the employee’s employment at the company is considered “at will.” The policy states that the company may terminate the employment at any time and for any reason, and that the employee may also terminate employment at any time, without providing a notice or reason. As drafted, the company reserves the ability to change or alter the employee’s employment status. This provision can be used alone or included in an employee handbook or employment agreement.
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