Any such modification or agreement must be in writing. Do include a list of potential causes for discharge though. Such a list can help alleviate employee fears about arbitrary dismissal. But make sure that you also include a statement to the effect that this list is intended to be a guideline only and that management retains the right to discharge an employee for any reason. This list is not meant to be all-inclusive.
Management reserves the right to terminate associates for any reason, at any time.
This language may seem harsh and may certainly be cause for concern among your employees. Be cautious when outlining layoff procedures. Today's business climate has made downsizing and reductions in the workforce a fact of life and one that your company may, unfortunately, have to deal with. Statements in your handbook related to this issue should avoid indications that layoff decisions will be based on length of service. Subject to change You will want to indicate in your handbook that the information it contains can be changed or modified at any time.