Court Opinion

ID: 9632460
Source: CourtListenerOpinion
Date Created: 2023-08-22 11:15:35.133135+00
Date Added: 2024-06-11T18:08:16.570307
License: Public Domain

CROCKETT, Justice.
I concur in the opinion but add this observation: I do not agree with the contention which the Railroad apparently makes, that all that is required of it is to give proper notice, hold a hearing, and that it is entirely up to their representative to make the determination regardless of how arbitrary it may be. Our opinion should not be susceptible of any such interpretation. In the absence of a contract of employment for a definite period, an employer may normally discharge an employee at his will. The agreement here was for continuing employment. And under Rule 38, plaintiff could not be dismissed until
“* * * his guilt [was] established.”
*121And further
“* * * in case dismissal is found to be unjust [he] * * * shall be reinstated * *
The foregoing provisions of this rule clearly indicate that the employee must have been guilty of some misconduct justifying his dismissal. If it should be shown that the dismissal were entirely capricious and arbitrary, that would be a breach of the agreement and he would be entitled to redress.
The hearing was not conducted properly. The record should have shown that, as opposed to plaintiff’s statement that he was ill and unable to get permission for the absence of more than ten days, the parties were aware of the facts concerning plaintiff’s misrepresentations about his illness, and willful neglect of his employment. These facts were known to both sides in the controversy and the plaintiff’s own representative finally conceded that the plaintiff was justifiably discharged. This being so, there was no prejudice to plaintiff in the instant case because of the manner in which the hearing was held.