As an HR manager, suppose you have just become aware of an implied contract lawsuit against your company. Essentially, supervisors and managers have been telling potential employees that their jobs are secure. Employee documentation does not contain employment-at-will (stating either party may terminate employment at any time for any reason, barring unlawful termination) statements, and you have no confirmations that the employees have understood employment-at-will provisions. 

What recommendation would you make for lessening the potential for implied contract lawsuits in the future?