• LinkedIn
  • YouTube
  • Twitter
  • Facebook
  • Google+

Must our handbook include a disclaimer to preserve our ‘At-Will’ status?

by on
in Employment Law,Human Resources

Q. I know some states, such as South Carolina, require employers to insert disclaimers into employee handbooks to prevent the handbooks from affecting the employer’s status as an “at will” employer. Does Georgia have such a law?

A.
There is no Georgia law that requires private-sector employers to have an employee handbook disclaimer to preserve “at will” employment status. On the other hand, in the public sector, certain employee handbook language—combined with the absence of a disclaimer—can alter “at will” status.

In any event, I recommend that all Georgia employers use such disclaimers.

Each year, the Georgia Legislature considers proposed legislation designed to create exceptions to, or otherwise weaken, the state’s at-will employment rule. Using such disclaimers may soon be required to preserve the at-will employment status.

Disclaimers can also help manage employees’ expectations, which in turn can reduce the potential for employment-related disputes.

Like what you've read? ...Republish it and share great business tips!

Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...

We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.

The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.

" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/4409/must-our-handbook-include-a-disclaimer-to-preserve-our-at-will-status "

Leave a Comment