Opinion ID: 1426977
Heading Depth: 1
Heading Rank: 3

Heading: the at will employment contract

Text: Historically, the rule in Wyoming has been that employment for an indefinite period may be terminated by either party at any time and for any reason without incurring liability. Lukens v. Goit, Wyo., 430 P.2d 607, 611 (1967); Long v. Forbes, 58 Wyo. 533, 136 P.2d 242, 246, 158 A.L.R. 224 (1943); Casper National Bank v. Curry, 51 Wyo. 284, 65 P.2d 1116, 1120-1121, 110 A.L.R. 360 (1937). In recent years many jurisdictions have recognized exceptions to this at will rule, based on public-policy considerations or implied-contract terms, including the duty of good faith and fair dealing. Novosel v. Nationwide Insurance Company, 721 F.2d 894 (3rd Cir.1983); Note, Protecting Employees at Will Against Wrongful Discharge: The Public Policy Exception, 96 Harv.L.Rev. 1931, 1935 (June, 1983). Appellant urges this court to update the law of employment contracts in this state and to recognize an enforceable contract claim in discharge cases. He presents three alternative bases for such a claim under the present factual situation: 1. Appellees breached the covenant of good faith and fair dealing, inherent in every contract, when they discharged appellant instead of one of the subsequently hired employees under his supervision; 2. Dismissal violated the permanent or lifetime employment contract which arose as a result of the consideration supplied by appellant's relinquishment of a prior long-term position which afforded substantial fringe benefits; and 3. Appellees breached provisions in the employee manual which were part of the employment contract and which afforded appellant certain protections and remedies. Without deciding whether we might, in an appropriate situation, be persuaded to recognize an exception to the at will rule, we conclude that the present case fails to present any factual justification for the modifications urged by appellant.