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The answer is yes, but the 90 day probationary period has little to do with it. As an at will employee you could be terminated at any time even after the 90 day period subject to the some exceptions. For example, an employer cannot fire someone if discrimination is involved based on race, color, religion, gender, sex, etc. Or, if you were injured on the job and you get fired, that is wrongful or retaliatory discharge. Likewise in cases involving jury duty, family and medical leave, whisteblowing or reporting unlawful conduct to authorities, etc. Or, if the employee were promised employment for a certain length of time. The 90 day probation period is not applicable to the last example. The 90 day probation period is primarily for the employers benefit in avoiding an unemployment compensation claim charge to their record.
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