Reynolds v. Gentry Fin. Corp. & Royal Mgmt., 2016 UT App 35 (Feb. 19, 2016)
Feb 19, 2016
In this employment dispute, the district court held that the plaintiff’s discharge was not unlawful because she was an at-will employee. The Court of Appeals reversed, holding (1) the company’s employee manuals created a triable issue of fact whether it “intended to be contractually bound by its repeated statements that no employee would be terminated for submitting a complaint or grievance,” and (2) the district court erred in holding the parol evidence barred the plaintiff’s efforts to rely on the employee manual as having created an implied-in-fact contract because the manual could be offered to show that the parties modified the at-will employment after the plaintiff signed her employment agreement.