This week The Emplawyerologist wraps up its mini-series on employment-at-will. So based on the last two posts: As long as an employer uses clear disclaimer language in a contract or handbook, s/he can terminate the employee under any circumstance without fear of a wrongful discharge suit, right? Well, not exactly. General rules and presumptions usually have exceptions and employment-at-will has them as well! Let’s look at the most common ones.

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