Abstract
The purpose of this paper is to outline the history and the definition of the employment-at-will doctrine and to discuss the implications of this doctrine for the hospitality industry. Many of the documents in the employment process could be used as evidence in a lawsuit regarding employee termination if these documents are not carefully written. A survey of restaurant employee handbooks indicated that they contained information that 1) was contractual in nature and 2) did not contain an employment-at-will disclaimer.
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