Court Opinion

ID: 9647552
Source: CourtListenerOpinion
Date Created: 2023-08-23 13:39:50.975897+00
Date Added: 2024-06-11T15:23:54.452418
License: Public Domain

BLACKMAR, Judge,
concurring in result.
The alleged reason for the discharge of plaintiff Dake is set forth in his petition as follows:
Plaintiff had reported improper sales practices and fraudulent misrepresentations being made by another employee of the defendants.
Plaintiff Fausett’s petition contains similar allegations.
I agree that the alleged discharges for “whistle blowing” should not give rise to a claim for damages for wrongful termination. Such a holding is supported by the great weight of modern authority. See Krauskopf, “Employment Discharge: Survey and Critique of the Modern At Will Rule,” 51 UMKC Law Review 190, 237-239. The principal opinion need go no further than this.
The principal opinion, however, purports to establish an ironclad rule that there may be no action for wrongful termination in the absence of contract or statute. I do not believe that it is desirable to circumscribe future courts in this manner. Professor Krauskopf, in the article cited above, sets forth numerous exceptions to the “common law rule” of discharge at will. I want to be free to consider these situations as they arise.
In Lucas v. Brown and Root, Inc., 736 F.2d 1202 (8th Cir.1984) Judge Richard Arnold analyzed Arkansas law, which seems to maintain the “at will” rule just as ours does, and held that a complaint alleging that the female plaintiff was discharged because she refused to sleep with her foreman stated a claim. To the extent that the sweeping pronouncements of the principal opinion would preclude a claim such as this under our law, I disagree.
The principal opinion cites Amaan v. City of Eureka, 615 S.W.2d 414 (Mo. banc 1981), as the recent authoritative case on the point. Amaan was grossly overwritten. There the record showed that a police officer was discharged because of a reduction in force. All that needed to be said was that the law did not guarantee him continued employment.
Our Court has been very willing to consider modern developments in the law of torts and to overrule or distinguish earlier cases which seemed to stand in the way. See, e.g., Keener v. Dayton Electric Manufacturing Co., 445 S.W.2d 362 (Mo.1969) and Elmore v. Owens-Illinois, Inc., 673 S.W.2d 434 (Mo. banc 1984), products liability; Abernathy v. Sisters of St. Mary’s, 446 S.W.2d 599 (Mo. banc 1969), charitable immunity; Gustafson v. Benda, 661 S.W.2d 11 (Mo. banc 1983), comparative negligence; Jones v. State Highway Commission, 557 S.W.2d 225 (Mo. banc 1977), sovereign immunity.1 This list is not complete. The principal opinion may tend to inhibit the common law process with regard to wrongful termination by its unnecessarily broad pronouncements. I hope that future courts realize that it is authoritative only on the facts now before us.

. It makes no difference that the legislature, in its wisdom, superseded the Court’s opinion. That is its privilege in the constitutional scheme.