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Michigan Termination (with Discharge): What you need to know

Michigan is an “employment-at-will” state. This means that an employer or employee may generally terminate an employment relationship at any time and for any reason, unless a law or agreement provides otherwise. For example, a federal or state law, collective bargaining agreement, or employment contract may place limitations on an otherwise at-will relationship.
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Although the Michigan courts generally adhere to a presumption of at-will employment, there are a number of statutory and recognized common law exceptions to this rule.
Court attendance. Employers may not discipline or discharge employees for absences resulting from a summons to jury duty or, in the case of an employee who has been a victim of a crime, for absences resulting from a summons from the prosecutor to appear as a witness in court (MI Comp. Laws Sec. 600.1346 andSec. 780.762).
Garnishment. Employers may not discipline or discharge employees because their wages are being garnished or their income is being withheld for child support payments (MI Comp. Laws Sec. 600.4015andSec. 552.623).
Genetic tests. It is illegal to require an individual to submit to a genetic test or to provide genetic information as a condition of employment or promotion (MI Comp. Laws Sec. 37.1202).
Lie detector tests. Michigan employers may not request or require that an employee or applicant take or submit to a lie detector test as a condition of employment, promotion, or change in employment status (MI Comp. Laws Sec. 37.203).
Military membership. It is unlawful to discharge or discipline an employee for being a member of the U.S. or state military, naval forces, or militia (MI Comp. Laws Sec. 32.271 andSec. 32.272).
Safety and health violations. ...

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Michigan Termination (with Discharge) Resources

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Record retention is complex and time consuming. However, in addition to complying with various federal and state laws, keeping good, well-organized records can be very helpful in documenting and supporting an organization’s employment actions.
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This special report will discuss how you can ensure your records are in good order, and establish a record-retention policy.

Topics covered:
1. Hiring Records
2. Employment Relationships
3. Termination Records
4. Litigation Issues
5. Electronic Information Issues
6. Tips for Better Recordkeeping
7. A List of Legal Requirements

Make sure you have the information you need to know to keep your records in order.