What about “implied contracts”?

Where there is no written contract, the Industrial Courts will find an "implied" contract from the terms set forth in an employment application, employee handbook, employer policies and procedures manual, verbal representations by management and/or regular personnel practices. Whether there is an "implied" contract depends upon the particular facts of any given employment relationship.

If an employer wants to minimize the risk of such an "implied" contract, he should request the employee to sign an acknowledgment that nothing in the application, policy manual, handbooks, etc., constitutes a contract of employment, that the employee is an "at will" employee and may be terminated at any time for any reason or for no reason at all, with or without advance notice.

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