McDonald (P) worked as a mine technician for Mobil (D). In June 1988, P was forced to resign over rumors that he had sexually harassed a female coworker. P contends that he was actually dismissed and given the choice of resigning or being fired. During trial, the court granted summary judgment against P and P appealed contending that the employee handbook constituted a valid contract sufficient to modify the terms of P's at will contract. Upon employment, D signed a statement that his relationship with D was that of an at will contract. The employee handbook stated it would have a Fair Treatment Procedure to resolve differences and a progressive disciplinary procedure, which could be disregarded by D at its discretion. The summary judgment was reversed and remanded for a determination of whether the principle of promissory estoppel applied to the facts of the case.

This section contains the nature of the case and procedural background.

The legal issues presented in this case will be displayed here.

The court's holding and decision will be displayed here.

Legal analysis from Dean's Law Dictionary will be displayed here.