Graded Homework Case Assignment Chapter 16

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Feb 20, 2024

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Graded Homework Case Assignment: Chapter 16 Tyler A Ringhoffer Berkeley College MGT 3240: Employee Labor Relations and the Law Geralyn Cappelli February 17, 2024

Reynolds v Gentry Fin. Corp 1. What are the legal issues in this case? What did the appeals court decide? 2. What implied contract is alleged to have been breached? What is the evidence that this implied contract exists? Why does the employer’s disclaimer not resolve the matter? 3. Why is the separate at-will employment agreement that the employee had signed when she was hired not sufficient to negate an implied contract providing for something other than employment at will? 4. At trial, is the plaintiff likely to be able to prove the existence of an implied contract? Why or why not? Is the plaintiff likely to be able to prove that any implied contract was breached by her termination? Why or why not? 5. As a practical matter, what could this employer have done differently?  The case of Reynolds v. Gentry Fin. Corp was on the question of an implied contract between the plaintiff and employer, leading to a ruling in favor of the employer due to insufficient evidence to support the existence of such a contract. This case underscores the significance of clear written agreements in employment relationships to prevent potential disputes. The court ruled in favor of the employer as there was insufficient evidence to support an implied contract. This underscores the necessity of clear and documented agreements in employment to prevent misunderstandings.  The evidence indicates that an implied contract existed between Reynolds and her employer, guaranteeing job security and termination only for just cause. The employer's actions and assurances, supported by statements and evidence, suggest a mutual understanding. Reynolds being terminated without just cause potentially constitutes a breach of this implied contract.  The employer's disclaimer on at-will employment may not hold weight due to being communicated after the hiring and conflicting with the employer's actions that led the employee

to believe in job security. This could favor the employee in the case, potentially overriding the at-will disclaimer.  The court emphasized the significance of evaluating both written agreements and the parties' behavior to establish an implied contract. Despite having an at-will employment agreement, the employer's actions and assurances led to the creation of a perceived job security contract for the employee. This underscores the importance for employers to be cautious in their actions and communication to ensure transparency in employment relationships.  Employers should clearly communicate at-will employment, avoid giving assurances of job security, and follow consistent practices to mitigate legal risks. Companies like Google and Zappos, known for prioritizing employee development, can provide valuable insights into effective management practices.

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References Walsh, D. J. (2023). Employment law for human resource practice, Loose-leaf version (7th ed.).

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