Beckman v. Cybertary Franchising LLC, 2018 UT App 47 (Mar. 22, 2018).
This dispute centered on the termination of an employment agreement. Distinguishing a prior case in which the court had applied an objective reasonableness standard because the contract did not define “just cause,” the Court of Appeals held that where an employment agreement described specific instances that could provide a basis for early termination, the district court erred in incorporating an objective reasonableness standard in the jury instructions. The Court of Appeals also reversed the trial court’s denial of prejudgment interest and held that the unpaid wages and benefits under the employment agreement qualified for prejudgment interest because they were “ascertainable by calculation,” even though the jury awarded less than the plaintiff claimed at trial.