Dillon v. Champion Jogbra Case

Dillon v. Champion Jogbra Case
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Dillon v. Champion Jogbra case
What were the legal issues in this case?
Linda Dillon sued her employer, Champion Jogbra claiming that the company had breached an implied contract when it ended her employment at the company without following the progressive discipline policy as the company’s handbook states. Dillon further argues that the court’s summary judgment on her claim of promissory estoppels was not correct. The company, Champion Jogbra claimed that Dillon was an at-will worker, and thus her employment could be ended at any time. The company further claimed that nothing within the employee handbook created any contract rights, and it supported this claim by referring to the disclaimer on the first page of the employee handbook. The disclaimer stated that the procedures and policies contained in the handbook constituted guidelines only, and not part of an employment contract. In addition, it stated that the guidelines were not meant to make any commitment to any staff member with regard to how individual employment action will be, should be or can be handled (Jennings, 2006).
Champion Jogbra had both an at-will employment policy disclaimer and a disciplinary system. The company stated that the procedures and policies in its employee manual were simply guidelines and that it had the right to sack an employee at any time, either with or without cause. Its discharge and discipline system was not consistent with the system of at-will employment, and the two created an ambiguous contract, which the jury had to interpret (Dannin, 2003).
Explain what the implied contract was in this case.
Walsh (2010) states that an implied contract is an agreement that is presumably intended among the involved parties, but not explicitly in writing. In addition, an employee handbook that has clearly labeled provisions as binding, and contains specific disciplinary measures ...