WRONGFUL DISCHARGE: Probationary grocery executive’s wrongful discharge claims dismissed… breach of contractual promise of bonus, breach of implied covenant, defamation, IIED/NIED claims survive to extent they are not based on termination, dismissed to extent they are intertwined with termination… Ostby.
(The facts are as alleged in Plaintiff’s complaint project management.)
Lucky’s Market began recruiting Dan Jessup in early 2013 to work at one of its new stores. It promised a “break-even bonus of $10,000 if achieved within the first 90 days of operations.” On 12/12/13 it offered him the position of Store Director for a new store in Billings. Jessup accepted and moved from Nevada, resigning from a long-term, highly compensated, and secure relationship, and began overseeing start-up of the new store. On 5/22/14 Lucky’s HR Manager and its COO suddenly advised Jessup that he was being terminated for unspecified “morale issues.” He had received no prior notice or warnings concerning allegations against him, and Lucky’s would provide no further explanation. He applied for UI and then learned that Lucky’s claimed he was discharged for sexual harassment. Despite the falsity of these accusations, its “responsible officers nevertheless continued to assert the same, in a malicious and bad faith effort, aimed at damaging Plaintiff Jessup’s professional reputation, as well as to thwart even his attempt to obtain unemployment” and “vigorously, relentlessly and maliciously continued to implicate that the plaintiff was guilty of this serious wrongdoing.” Jessup sued asserting breach of contractual promise, breach of implied covenant, wrongful discharge, defamation, IIED, and NIED. Lucky’s moves to dismiss, arguing that the WDA preempts his tort & contract claims because it is the exclusive remedy for a wrongful discharge, and that all of his claims are inextricably intertwined with the termination, and that because he had not finished his probationary period, it need not demonstrate good cause.
Jessup does not dispute that he was in his probationary period, and does not address any of Lucky’s arguments as to this claim, but only discusses his WDA claim based on personnel policy violations. Lucky’s did not need good cause to terminate him during his probationary period. MCA 39-2-904(2)(a). Thus its motion to dismiss will be granted as to good cause.
Jessup argues that even a probationary employee is protected under §39-2-904(1)(c) for a termination in violation of personnel policies, citing Motarie(Mont. 1995). However, §904(2) was amended in 2001 to specify that an employee may be terminated during a probationary period for any reason or no reason. Blehm (Mont. 2010) found that despite previous interpretations, the 2001 amendment specifically provides that employment may be terminated for any reason or no reason during probation. Thus the motion to dismiss the WDA claim will be granted.
Jessup claims that he satisfactorily performed all conditions required to merit the $10,000 break-even bonus, with the store not only having met the break-even threshold but actually exceeding it. He has sufficiently pled this breach of contractual promise claim separately from his termination. Although he alleges that Lucky’s violated the bonus agreement “by having suddenly, unexpectedly and unjustifiably terminated” his employment “without having tendered or paid the earned bonus,” the claim could have been filed regardless of his termination because it is premised on an allegedly earned bonus. Thus to the extent that this claim is not based on his termination, it is not subject to dismissal.
Jessup alleges that his right to earn the bonus contained an implied-in-law covenant of good faith & fair dealing, which required honesty in fact,” which Lucky’s breached by abruptly terminating him, and that it continued to exhibit bad faith through post-termination tactics. The part of this claim that is intertwined with and based on his termination cannot be allowed to proceed, but the remaining part is not necessarily based on his termination, but on the agreement about the bonus. Lucky’s motion to dismiss this claim will be denied to the extent that it is based on the bonus claim, but granted in all other respects.
Jessup’s claimed defamatory statements as to UI are based on and intertwined with his termination. However, the defamation claim also includes allegations separate from the termination — that Lucky’s made statements and representations that were published to co-workers, other food industry employees, and 3rd parties that were per se defamatory because they “clearly impugned his good moral character and professional reputation by falsely implicating that he was guilty of serious and scandalous wrongdoing.” These unspecified allegations are pled separately and independently from his termination, and, depending on the underlying evidence, may not be based on his termination. Without more information the Court must conclude that he has stated a plausible defamation claim that is not intertwined with his termination. The motion to dismiss the defamation claim will be granted to the extent that it is based on statements related to the termination, and denied in all other respects.
Similarly, the motion to dismiss the IIED and NIED claims will be granted to the extent that they rely on the allegedly wrongful termination, and denied to the extent they are based on the remaining parts of the implied covenant and defamation claims.
Jessup v. Lucky’s Market Holdings, 43 MFR 159, 11/20/15.
Michael San Souci, Bozeman, for Jessup; Michael Heringer & Seth Cunningham (Brown Law Firm), Billings, for Lucky’s.