The Golden Rule about Promises in an Employee Handbook...When you consider what to promise your employees, hold back on any and all promises unless you really feel a certain promise is absolutely essential and you are 100% certain you can always deliver on the promise. If you can't, delete it from your Employee Handbook unless it is required by law.
In two (2) Wessels Sherman Client Alerts (August, 2015 and December, 2015) I wrote articles about the expansion of Medical Marijuana usage and its authorization in then twenty-three (23) States (Alaska, Arizona, California, Colorado, Connecticut, Delaware, Hawaii, Illinois, Maine, Maryland, Massachusetts, Michigan, Minnesota, Montana, Nevada, New Hampshire, New Jersey, New Mexico, New York, Oregon, Rhode Island, Vermont, and Washington, as well as the District of Columbia) and also the fact that there were four (4) States that permitted the "recreational use" of Marijuana that also allowed Medical Marijuana (Alaska, Colorado, Oregon, and Washington). With the past Election of November 8, 2016, that list of States is rapidly expanding.
Yes, Illinois really is an employment-at-will state. To that point, Illinois courts follow the employment-at-will legal doctrine in deciding "discharge cases."
As we enter and proceed through Calendar Year 2012, it may be time for some business resolutions for the success of your organization.