Reynolds v. Gentry Fin. Corp. & Royal Mgmt., 2016 UT App 35 (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.