There is no specific formula for determining whether you have an implied contract requiring “good cause” for termination. When deciding whether an implied contract exists, a court may consider the following evidence:
1.Whether the employee has worked for the employer for many years;
2.Good performance evaluations and commendations;
3.Promotions, salary increases, and bonuses;
4.Statements by the employer assuring the employee that his or her job is secure and will continue;
5.Employee handbooks or personnel manuals specifically designating which offenses warrant the discipline or termination of an employee;
6.Employee handbooks or personnel manuals describing a system of “progressive discipline” which the employer follows instead of firing workers “at will;”
7.Whether it is the practice or policy of the employer to discipline or terminate employees only when there is a good reason.