properly consider the Handbook as it was incorporated by reference in the complaint and attached as an exhibit to the first amended complaint. III. Analysis In the District of Columbia, all employment is at-will “unless a contrary contractual intent is clearly expressed!.]” Turner v. Fed. Express Corp., 539 F.Supp.2d 404, 410 (D.D.C.2008), citing Green v. Bowne of N.Y., LLC, 2002 U.S. Dist. LEXIS, at *1-2 (D.D.C. Sept. 5, 2002) (internal citations omitted). Even if the employer has provided its employees with an employee handbook, the handbook is not enforceable as an employment contract if it disclaims the establishment of contractual obligations and explicitly provides that employment may be terminated at-will. Futrell v. Dep’t of Labor Fed. Credit Union, 816 A.2d 793, 806 (D.C.2003) (<HOLDING>); Boulton v. Inst. of Int’l Educ., 808 A.2d
recognizing that the legislature can create statutory exceptions to atwill employment holding that employee handbook did not give rise to implied contract where it stated that it was not a contract and that employment was terminable at will holding that language in employee handbook stating that it was not to be considered as creating terms and conditions of an employment contract and that the employment relationship was employment atwill  was sufficiently explicit to preclude the creation of implied contractual obligations as a matter of law holding that a disclaimer setting forth policies for general guidance only which stated that it did not create a binding contract and that the employee could be terminated without notice and at will at any time for any reason unambiguously provided that employment was atwill holding that employee guidebook did not create an implied employment contract as it contained a clearlystated boldfaced disclaimer and statement that employment was atwill