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As a SHRM HR Knowledge Advisor, I am frequently asked by members if they must provide employees with a reason for termination. Employers often hope that they are protected under the at-will employment doctrine.

You have fallen out of love with your job. No amount of date nights, second chances, or counseling services will make the situation right. You figure that it is time to move on to greener pastures, but is it?

What is one effective technique or strategy to manage a flexible workforce?