Opinion ID: 2222013
Heading Depth: 1
Heading Rank: 5

Heading: existence of cause of action

Text: The elements of tortious interference with a business relationship or expectation are (1) the existence of a valid business relationship or expectancy, (2) knowledge by the interferer of the relationship or expectancy, (3) an unjustified intentional act of interference on the part of the interferer, (4) proof that the interference caused the harm sustained, and (5) damage to the party whose relationship or expectancy was disrupted. Koster v. P & P Enters., 248 Neb. 759, 764, 539 N.W.2d 274, 278-79 (1995). Because Huff did not allege the existence of a contract applicable to his employment with AT & T, it must be inferred that he was an at-will employee. See, Matheson v. Stork, 239 Neb. 547, 477 N.W.2d 156 (1991); White v. Ardan, Inc., 230 Neb. 11, 430 N.W.2d 27 (1988). This court has never decided whether a cause of action for tortious interference with a business relationship may be brought by an at-will employee against a coemployee. The issue was presented in Matheson v. Stork, 239 Neb. at 552, 477 N.W.2d at 160, wherein we stated that [a]ssuming, but not deciding, that there can ever be a tortious interference with such an employment relationship, and assuming further, but again not deciding, that another employee acting outside his or her employment authority may under any circumstances tortiously interfere with such a relationship, no actionable claim was stated because there were no allegations of harm or damage resulting from the alleged interference. Subsequently, in Hoschler v. Kozlik, 3 Neb.App. 677, 529 N.W.2d 822 (1995), the Court of Appeals determined that an at-will employee had stated a cause of action against her former supervisor for intentional interference with a business relationship. That holding provided the framework for the judgment reached by the Court of Appeals in the present case. Our disposition on further review therefore requires that we specifically resolve the two issues of law identified but not decided in Matheson v. Stork, supra . (a) Is At-Will Employment Business