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In 1987, Nichols began working as a pressman for the Progress Printing Company. At the time of hiring, Nichols was presented with a copy of the company’s employees’ handbook. The handbook stated that Progress would not discharge or suspend an employee “without just cause” and that the company “shall give at least one warning notice in writing” before termination. Several weeks later, however, Progress’s personnel director gave Nichols a form that stated in part, “The employment relationship between Progress Printing and the employee is at will and may be terminated by either party at any time.” Nichols and the personnel director both signed the form. In March 1989, Nichols became upset over Progress’s failure to correct a recurring defect in a print job, and he refused to complete that job assignment as a result. Nichols was fired on the following day, without the prior written notice promised by the employee handbook. Does Nichols have a good case for wrongful discharge under the promises by employer theory?

In 1987, Nichols began working as a pressman for the Progress Printing Company. At the time of hiring, Nichols was presented with a copy of the company’s employees’ handbook. The handbook stated that Progress would not discharge or suspend an employee “without just cause” and that the company “shall give at least one warning notice in writing” before termination. Several weeks later, however, Progress’s personnel director gave Nichols a form that stated in part, “The employment relationship between Progress Printing and the employee is at will and may be terminated by either party at any time.” Nichols and the personnel director both signed the form. In March 1989, Nichols became upset over Progress’s failure to correct a recurring defect in a print job, and he refused to complete that job assignment as a result. Nichols was fired on the following day, without the prior written notice promised by the employee handbook. Does Nichols have a good case for wrongful discharge under the promises by employer theory?

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