Summary of Dillon vs. Champion Essay

1073 Words Sep 30th, 2009 5 Pages
BUS 345: Human Resource Management
7 July 2009

DILLON v. CHAMPION
Background:
Linda Dillon has sued Champion after she was encouraged to take a more challenging position within the company and was then fired for not meeting expectations. She claimed that she was told that it would take several months to get up to speed and that Champion would give her extensive training. Instead, she was only given four days of training and was fired without notice after two months.

This case highlights the care that employers should take with the design of employee handbooks. Even where a handbook contains a prominent disclaimer stating that it does not establish any contract rights, an employer must be careful with all of the handbook’s
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The Champion’s employees, including Dillon, could interpret an implied contract because of mixed messages they received from the written manual, the disciplinary action policy, the at-will relationship explained, and the oral statements given.
3. The disclaimer in the employee manual does not have the effect desired by the employee because the terms of the manual are vague. Disclaimers are written statements that are incorporated into employee handbooks, applications, or other documents that deny that any statements made on behalf of the employer are contractual binding. The employee manual of Champion Jogbra sends mixed messages regarding an employees’ status. Champion Jogbra lists its policies and procedures in a manner in which employees may feel their job is protected. However, Champion Jogbra does not offer employment contracts nor do they guarantee length of employment. Champion Jogbra can terminate employees at any time, “at will” with or without cause. The manual states that the policies and procedures are used as guidelines only and are not part of an employment contract or how employment can, should, or will be handled. These guidelines give employees false hope that their job is protected, when in reality they may be let go at any time, for any reason.
4. Dillon’s claim for

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