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For detailed information, you will have to talk to your supervisor or . In this Company, as in the rest of the world, circumstances are constantly changing. As a result, we may have to revise, rescind, or supplement these policies from time to time. Nothing in this Handbook is a contract or a promise. The policies can change at any time, for any reason, without warning. We are always looking for ways to improve communications with our employees. If you have suggestions for ways to improve this Handbook in particular or employee relations in general, please feel free to bring them to .

What’s more, an employer that violates its own written policies in firing an employee has also committed a wrongful discharge. Because of these unique rules, Montana employers would be well advised to consult with a lawyer in creating their handbooks. Even if employees don’t have written employment contracts, they can still argue that they were promised, either outright or by implication, that they would not be fired without good cause. These employees might point to conversations with managers (“He said 2/ 2 CREATE YOUR OWN EMPLOYEE HANDBOOK I would always have a position with the company, as long as my sales numbers were strong”), your company’s personnel practices (“The company has never fired someone without a good reason”), or official company statements (“At ABC company, we believe that our employees are our greatest asset—and we treat them accordingly”) to argue that they had an unwritten contract of employment that limits the company’s right to fire at will.

Some of these states (for example, Montana) view it as discriminatory to transfer, terminate, or refuse to hire someone because he or she is married or related to a coworker—and these states allow lawsuits against employers who do it. Other states view a nepotism policy as an acceptable exception to the antidiscrimination law. You’ll need a lawyer’s assistance to find out where your state stands on these issues. To find out if you live in a state that prohibits discrimination based on marriage or family status, see the chart at the end of Chapter 19.

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