Opinion ID: 1658174
Heading Depth: 1
Heading Rank: 2

Heading: just-cause contract

Text: Plaintiff testified that she was hired in December 1975. At that time, she was required to undergo a one-week orientation program that included a page-by-page review of the Employee Handbook. All employees, including plaintiff, signed the acknowledgment and agreement clause at the end of the book. The handbook was revised in 1978, and plaintiff signed the revised handbook as follows: ACKNOWLEDGEMENT AND AGREEMENT I acknowledge that I have received a copy of the Employee Handbook, which outlines my privileges and responsibilities as an employee of Port Huron Hospital. I have read and fully understand the contents of this handbook, and I agree to abide by the rules and regulations it outlines. [Handwritten:] I don't agree, but will abide. Plaintiff testified that it was her understanding that the hospital would not let an employee go without following the guidelines established in the handbook. She stated that she expected to follow the policies in the handbook and expected the hospital to do the same. The Employee Handbook provided for a grievance board as a fair and effective means to resolve work related complaints and problems. This was not a mandatory procedure to which employees had to submit. The handbook also included defendant hospital's philosophy about unions. We firmly believe that there is no need for unions at Port Huron Hospital. Proof of our conviction lies in our continuous history of prosperous operations without collective bargaining agreements with unions. We strive for excellence in our work relationships by dealing fairly and directly with people, without the interference of a third party. We furthermore believe that you, as an employee, must be free to speak for yourself and to openly discuss comments, suggestions, and problems with your supervisor, administration, and other hospital staff. We will, therefore, strongly oppose all union organizing attempts at Port Huron Hospital through proper and legal channels. There was no evidence at trial to show any employee involvement, directly or indirectly, in creating the grievance procedure although employees did volunteer to sit on the grievance board. It may be inferred that the grievance procedure was unilaterally established by defendant hospital and did not involve any third parties, including a neutral third-party decisionmaker such as an arbitrator. The handbook also contained the following statements of policy: MANAGEMENT RIGHTS The Hospital retains the sole right to manage and operate the Hospital. This includes, but is not limited to, the sole and exclusive right to decide the number and assignment of employees; to hire, lay off, discipline, discharge, assign, transfer, and promote employees; and to determine starting and quitting times and working days and hours for all employees. These rights are subject only to the regulations and restrictions outlined in this Employee Handbook. The Hospital has the sole and exclusive right to administer all matters not specifically and expressly covered in this Handbook, without limitations, implied or otherwise.