Georgia is an "at-will" state. This means that employers may terminate an indefinite term employment or contractor relationship for any reason that is not otherwise prohibited by law, or for no reason whatsoever.
Essentially, the courts will not second-guess a legitimate business decision in workforce management but will intervene when such a decision is:
- discriminatory - an attempt to treat an employee differently or adversely due to protected grounds such as race, religion, sex, national origin, among others, or
- retaliatory - retaliation for enforcing one's rights vis-a-vis discrimination or whistleblowing about the employer's violations of the Occupational Safety and Health Act (OSHA), Sarbanes-Oxley, Dodd Frank Consumer Protection Act, or the Fair Credit Reporting Act, among others, or
- a breach of contract - an employment agreement providing for a fixed or definite duration can create further rights for the employee and independent contractor such as breach of contract
Thus, employment agreements should not be entered into flippantly nor should adverse employment actions be taken brashly, but rather it requires much thoughtful consideration and ... experienced counsel. See what Sheri's clients have had to say about her services here.