Opinion ID: 1189137
Heading Depth: 1
Heading Rank: 1

Heading: at will employment

Text: The district court found appellee's employment by appellant to be at will. It then inconsistently found the handbook to contain controlling provisions with reference to discharge procedure and hearings and with reference to creating an implied covenant of good faith and fair dealing. Wyoming follows the common-law rule that either party may terminate an employment at will contract (one without a definite term) at any time for any reason or without reason, and that such is not violative of any implied covenant of good faith and fair dealing. Siebken v. Town of Wheatland, Wyo., 700 P.2d 1236 (1985); Allen v. Safeway Stores, Incorporated, Wyo., 699 P.2d 277 (1985); Rompf v. John Q. Hammons Hotels, Inc., Wyo., 685 P.2d 25 (1984); Carlson v. Bratton, Wyo., 681 P.2d 1333 (1984); Lukens v. Goit, Wyo., 430 P.2d 607 (1967); Long v. Forbes, 58 Wyo. 533, 136 P.2d 242, 158 A.L.R. 224 (1943); Casper Nat. Bank v. Curry, 51 Wyo. 284, 65 P.2d 1116, 110 A.L.R. 360 (1937). Without more, appellee was an at will employee, subject to discharge at any time without cause. He was employed on March 15, 1982, by appellant as a mine technician, the title given to members of an hourly work force handling mining operations, maintenance and plant functions at a surface coal mine in Campbell County. His employment was not for a definite term. He was discharged on August 26, 1983, primarily for violations of safety requirements.