The Oregon Court of Appeals held that these words, used in this context, created a promise that the employee would not be terminated without good cause. The court found it significant that the manager who made the promise was very high level, and the promise was made during a meeting with the foreman called specifically to discuss their concerns about job security. The Court said even if the manager was not authorized to make the promise, it was still binding on the employer because the employees reasonably had relied on his apparent authority to enter into the contract. It sets forth specific standards for measuring performance and requires adherence to procedures in determining performance including a specific schedule for written evaluation on at least an annual basis. It defines a system of five rating levels for performance.
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