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24 Apr 2012, 6:24 am by Heidi Henson
Here, the Fifth Circuit concluded that the Texas Supreme Court’s ruling in Montgomery County Hosp Dist v Brown makes clear that while an oral agreement can modify an employee’s at-will employment status, to do so, the employer must unequivocally indicate its “definite intent to be bound not to terminate the employee except under clearly specified circumstances. [read post]