Opinion ID: 2631891
Heading Depth: 1
Heading Rank: 5

Heading: facts

Text: [¶ 6] Although many material facts in this case are disputed, pursuant to the well-established standards applying to a review of summary judgment, we summarize the facts in the light most favorable to the non-moving parties. Doug Dowlin is the president and majority stockholder in Hyland Enterprises, Inc. (Hyland). Hyland engages in many different business enterprises including working on commercial water wells. Linda and Rob McLean are husband and wife. Linda was hired to work in the business office of Hyland in 1990. At that time, Hyland did not have a company policy manual in effect. Rob McLean was hired by Hyland in 1994. Mr. McLean did not fill out an employment application form. No employee policies were discussed with Mr. McLean when he was hired. [¶ 7] Sometime in 1994, Hyland contracted with a consulting firm to draft various company operating policies and procedures. Hyland paid the consulting firm approximately $40,000 for the policy and procedure proposals. When received by Hyland, the various proposed operating policies and procedures were stored together in one book in Mr. Dowlin's office. They covered a wide range of topics including not only employee policies but also accounting and invoicing procedures and safety policies among other topics. The proposed employee policies contained in the book were not widely distributed to employees. Rob McLean never saw the employee policies while working for Hyland. [¶ 8] Linda McLean, because of her office position, knew of the draft policy book. Mrs. McLean alleges that Mr. Dowlin told her that the various draft policies in the book were the company's policies. When the draft policies were received, Mr. Dowlin told her that the book would be kept in his office and that she could read the policies. Mrs. McLean referred to specific sections in the book as necessary to help her complete her office duties relating to invoicing and personnel issues. She used information from the policy book concerning such issues as vacation policies and confidentiality policies as well as many others. [¶ 9] Rob McLean was hired primarily as a welder but was asked to perform other tasks on occasion. On August 27, 1996, Mr. Dowlin met with Mr. McLean and asked him to pull a well. Mr. Dowlin told Mr. McLean to take a particular mast truck for the job. This truck had been modified in-house by Hyland. Mr. McLean had several concerns regarding the adequacy of the modified mast truck to pull the well safely and expressed these concerns to Mr. Dowlin. Mr. Dowlin disagreed with Mr. McLean, believing that the truck was adequately designed and modified to do the job. Mr. McLean, however, continued to express concerns and refused to accept the assignment using that particular truck. Mr. Dowlin fired Mr. McLean for his refusal to use the modified mast truck. [¶ 10] Mr. McLean contacted the Division of Workers' Safety and Compensation of the Wyoming Department of Employment (the Division) and filed a complaint alleging he had been fired for refusing an unsafe work assignment. On September 5, 1996, Mr. Dowlin told Linda McLean that Rob McLean had better get on with his life and stop causing trouble and that she was replaceable. On September 20, 1996, Mr. Dowlin fired Linda McLean. Mr. Dowlin refused to give a reason for the termination, saying only that Mrs. McLean was an at-will employee and he did not have to give a reason for terminating her. Mrs. McLean complained to the Division that she had been fired in retaliation for her husband's report to the Division. [¶ 11] The Division investigated the McLeans' complaint that the mast truck was unsafe, that Rob McLean had been fired in retaliation for refusing to run the truck, and that Linda McLean had been fired in retaliation for her husband's reporting the situation to the Division. The Division inspected the mast truck on September 6, 1996, and interviewed several Hyland employees. The Division issued its final report on November 7, 1996. The Division determined that the mast truck at issue was safe for the proposed job. The Division also determined that there was not enough credible evidence to support a prima facie case of retaliatory termination by the McLeans against Hyland. No notice of violation was issued. [¶ 12] Having failed to receive satisfactory relief from the administrative investigation, the McLeans proceeded to file the instant lawsuits. Linda McLean sued Hyland alleging wrongful termination, breach of contract, breach of covenant of good faith under both contract and tort theories, and intentional infliction of emotional distress. Summary judgment in favor of Hyland was granted on all counts except the count for breach of contract. In appeal No. 00-184, Mrs. McLean appeals only from the granting of summary judgment on the count for wrongful termination. In appeal No. 00-185, Hyland appeals from the denial of its motion for summary judgment on the count for breach of contract. [¶ 13] Rob McLean filed suit against Hyland alleging wrongful termination and breach of contract. Summary judgment in favor of Hyland was granted on both counts. In appeal No. 00-186, Rob McLean appeals the granting of summary judgment on both counts.