Previously on The Emplawyerologist we explored how an employer can avoid unwittingly creating an implied contract that eradicates employment at-will status. The most effective way to do so is to include clear, unambiguous and prominent disclaimers in an employment contract and in all handbooks and policies and procedures manuals. So far so good, right? Unfortunately, employers may have to confront a new “wrinkle”--- the National Labor Relations Board (NLRB). What??? Doesn’t the NLRB only control “union shops”? Nope. Wrong answer. Sorry. Before we go any further, let’s debunk that myth and introduce this new character to the cast.

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