2 min. read
The traditional view of employment is “at the will” of both parties, but particularly of the employer. That is, the employer has the right to dismiss an employee at any time for any cause, or no cause. (This does not apply to Right to Work States.)
An employment contract is not required in hiring an employee. Employment at-will assumes there is no specific contract between the employer and employee, unless it can be shown that the employer provided specific guarantees of employment length.
Be very careful what you write or tell a prospective employee. Do not include any explicit or implied guarantees of employment for a specific time. For example, if you write in a job-offer letter that “you will be employed for 90 days as a probationary employee,” this implies a minimum of 90 days of employment.
Join for FREE and keep reading...
To keep reading, join our free Starting Into Practice program now! As a new DC, we know you need resources to help you succeed as you launch your career. Starting Into Practice is your free one-stop shop, whether you’re looking for resources related to job-hunting, joining an existing traditional or integrated practice, or starting your own. A few of our helpful resources include:
- Articles on everything from contract negotiation to marketing plans
- Practice Checklists
- Free webinars from experienced DCs
It’s important to us that the chiropractic profession grows and thrives, regardless of your insurance provider — but we’re always here when you need us, whether it’s insurance or financial solutions.
Sign in Join for free