Dillon V Jogbra

In: Business and Management

Submitted By bbinns
Words 1689
Pages 7
Brent Binns
Stymetra Conley
Wilson Neely
Dillon v Champion Jogbra
Arguments
Both parties in the lawsuit provide valid points; however, at different points of the trial, flaws and weaknesses come to light. Attempting to discuss which party makes a better case would be extremely complicated considering there were two separate allegations. To avoid this arduous task, we will discuss both arguments throughout this section, one detailing the alleged breach of contract, as well as the alleged promissory estoppel. First we will breakdown the plaintiff’s argument for breach of contract. As previously discussed, Linda Dillon claimed she was wrongfully discharged under three primary reasons. The employee manual clearly spelled out a set disciplinary procedure as corrective action that must take place before termination. Secondly, Dillon knew of another employee who was terminated using the procedures listed in the manual. Lastly, she used the account of the Human Resources manager stating that champion Jogbra could not simply “get rid” of people and was bound by the procedures set in place. The account of the Human Resources manager and the case of the other employee; however, did not provide, in our opinion, a solid basis of evidence. In many cases such as this, the employer does not need to go far to debase this argument. Champion Jogbra simply argued that this process was used for non-salaried employees. Champion was also able to provide extensive documentation to support this claim.
We believe the strongest evidence against Champion Jogbra lie in the ambiguity of the set disciplinary procedures juxtaposed with the bolded employment at will doctrine. Although Jogbra was able to shield themselves from the argued “special treatment” of the other terminated employee, it could not explain the sheer conflicting tones in the employee manual. One side of the manual…...

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