Dillon V. Champion Jogbra Research Paper

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Dillon v. Champion Jogbra is one of the major cases in the United States that provides significant insights for Human Resource Management. The lawsuit highlights the care employers should assume when designing employee handbooks. Actually, an employer must exercise significant care with the wording in the handbook to avoid creating a contractual liability even though the handbook may state that it does not establish any contractual rights. In this case, Linda Dillon sued Champion after she was asked to take a more challenging position within the firm and was subsequently fired for not meeting expectations. Dillon claimed that she was notified that it would take her several months to familiarize herself with the position and that Champion promised to give her more training. However, she was only trained for four days and fired without notice after serving in the new position for two months. Therefore, the lawsuit is a decision in firing case that takes dim view of at-will employment doctrine.

What were the legal issues in this case?

Generally, Linda Dillon filed a lawsuit against Champion Jogbra, her employer, for allegedly violating an implied contract by firing her without adhering to the firm's progressive discipline policy as documented in the organization's employee handbook. As part of supporting her allegations, Dillon argued that the trial court's summary judgment on her claim of promissory estoppels was wrong. On the contrary, Champion Jogbra claimed Dillon could be fired at any time since she was an at-will employee.

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Moreover, the employer argued that there employee handbook did not create any contractual rights.

Consequently, one of the legal issues in this case was to determine whether the organization's employment practices and use of progressive discipline system changed Dillon's employment terms to necessitate cause for discharge (Garmisa, 2003). This was mainly because the employee handbook stated that the policies and procedures in the manual were mere guidelines only that did not constitute part of an employment contract. In addition, these policies and procedures did not seek to make any commitment to any employee regarding how specific employment action can, will or should be addressed.

Secondly, the court was faced with the need to determine whether an implied contract to use particular termination processes exists regardless of the presence of a disclaimer in the employee handbook (Walsh, 2012, p.632). This is mainly because Dillon believed and argued that the firm infringed the implied contract and fired her without complying with its progressive discipline policy as stated in the handbook.

Explain what the implied contract was in this case.

As previously mentioned, one of the legal issues in Dillon v. Champion Jogbra was whether there was an implied contract to use specific processes for termination regardless of the disclaimer. Even though the employee handbook contained a disclaimer that stated that the firm does not provide employment contracts or guarantee minimum employment duration, Champion Jogbra had developed and established a corrective action….....

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