Court Opinion

ID: 9738889
Source: CourtListenerOpinion
Date Created: 2023-08-26 20:04:55.484424+00
Date Added: 2024-06-11T07:24:09.062372
License: Public Domain

Cavanagh, C.J.
(dissenting). I am in substantial .agreement with the analysis of my Brother Levin’s dissenting opinion, with the exception of parts ii(e) and vn, ante, pp 693-694, 715-719. Justice Levin persuasively demonstrates why the majority’s analysis is simply erroneous with regard to the law, and constitutes a virtual overruling of Toussaint v Blue Cross & Blue Shield of Michigan, 408 Mich 579; 292 NW2d 880 (1980). I add only the following observations:
First, my Brother Levin, in part iv(c), ante, pp 712-713, demonstrates why the majority’s reliance on the fact that Rowe did not specifically "negotiate” for job security, see ante, pp 641-642, fails *720adequately to distinguish this case from Toussaint. I would go further, however, and point out that the majority fails to convincingly explain why "negotiation” or the lack of it is even relevant. The relevant issue regarding the terms of Rowe’s oral employment contract — including the durational or job security term, if any — is what terms were in fact agreed to, not how or whether they were "negotiated.” The majority’s reasoning suggests that a company is legally incapable of offering an oral just-cause employment contract to a prospective employee on a standardized, "take-it- or-leave-it” basis. Yet offering such contractual job security as a matter of standard routine, even without "negotiation” or prompting or inquiry from the applicant, would seem to be an attractive "selling point” for any company seeking employees, and would seem likely to aid the company in finding and keeping good employees. The majority’s reasoning, carried to its logical limit, would permit companies to reap the benefits of offering such contractual job security, without holding them to their promises. This is neither fair nor countenanced by any accepted contract principles.
Second, my Brother Levin demonstrates that the majority confuses the issue whether Rowe’s claim is supported by express contractual statements with the separate issue whether her claim is supported by the employer’s written policy statements, see ante, pp 678-682 (part i[b]), and that, to the extent "objective support” for the express oral contract in this case is relevant, such factors support Rowe, see ante, pp 713-714 (part v). I agree and would point out that the majority’s newly invented requirement of "objective support” for such an express oral contract from policy manuals or statements, see ante, p 644, plainly alters and misapplies this Court’s holding and reasoning in *721Toussaint and its companion case, Ebling. While it is true, as the majority notes, that "Toussaint was given a manual specifically providing termination only for just cause,” ante, p 644, we did not rely on the policy manual in Toussaint to support the existence of Toussaint’s oral just-cause contract. The policy manual was relevant only to Toussaint’s separate claim that his dismissal without cause was barred by "legitimate expectations” created by the manual. See 408 Mich 598-599 (holding that "[i]n Toussaint, as in Ebling, there was sufficient evidence of an express agreement to justify submission to the jury,” and separately holding that "[a] jury could also find for Toussaint based on legitimate expectations grounded in his employer’s written policy statements”) (emphasis added). The majority ignores the fact that in Ebling there was no policy manual providing any "objective support,” but only oral statements establishing an oral just-cause contract. See id. at 625-626 (opinion of Ryan, J., joined by Coleman, C.J., and Fitzgerald, J.). Yet this Court, while dividing four to three in Toussaint’s favor, held unanimously that Ebling had produced sufficient evidence of an oral just-cause contract "to justify submission to the jury.” Id. at 598 (opinion of the Court), and at 633-636 (opinion of Ryan, J., joined by Coleman, C.J., and Fitzgerald, J.).
Finally, I would note that the majority in this case, despite its disclaimers, effectively takes upon itself the role of jury and factfinder. See, generally, ante, pp 640-646. The majority makes quite clear that, were it sitting as the jury in this case, it would not be convinced that a just-cause contract of employment was entered into. It is well established, however, by a fifty-year-old line of controlling precedents (unbroken until now) that whether two parties have, by express oral statements, en*722tered into a contract providing for just-cause employment is, ultimately, a question of fact for the jury. See McIntyre v Smith-Bridgman & Co, 301 Mich 629, 637; 4 NW2d 36 (1942); Toussaint, 408 Mich 613 (opinion of the Court), and at 635 (opinion of Ryan, J., joined by Coleman, C.J., and Fitzgerald, J.); Bullock v Automobile Club of Michigan, 432 Mich 472, 484-485; 444 NW2d 114 (1989). It is equally well established that the jury’s determination of factual issues should not be disturbed unless, considering the record in the light most favorable to the verdict, there is no competent or sufficient evidence from which reasonable minds could reach the jury’s conclusion. See Kupkowski v Avis Ford, Inc, 395 Mich 155, 167-168; 235 NW2d 324 (1975); Dodd v Secretary of State, 390 Mich 606, 612; 213 NW2d 109 (1973).
The majority has not demonstrated how the oral just-cause employment contract in this case— which clearly enjoys sufficient factual support to justify the jury’s verdict — is barred or precluded by any supervening principles of contract law, properly analyzed. This case, for all relevant and dispositive purposes, is legally and factually indistinguishable from Toussaint. I therefore dissent from the majority’s overturning of the jury’s verdict.
Mallett, J., took no part in the decision of this case.