Lobosco v. NY Tel. Co./Nynex
Decision Date | 14 June 2001 |
Citation | 751 N.E.2d 462,96 N.Y.2d 312,727 N.Y.S.2d 383 |
Parties | ANTHONY LOBOSCO, Appellant, v. NEW YORK TELEPHONE COMPANY/NYNEX, Respondent. |
Court | New York Court of Appeals Court of Appeals |
Law Offices of Leonard N. Flamm, New York City (Leonard N. Flamm and Norman Mednick of counsel), for appellant.
Epstein Becker & Green, P. C., New York City (Matthew T. Miklave, Darryll A. Buford and Sean T. Granahan of counsel), for respondent.
The issue presented on this appeal is whether plaintiff's complaint states a cause of action for breach of an employment contract in light of defendant's express disclaimer of contractual rights and obligations contained in its employee manual. For the reasons stated below, we conclude that it does not.
Plaintiff, Anthony Lobosco, was hired by New York Telephone/NYNEX in 1968 and attained the position of Product Manager in 1987. In 1996 plaintiff became a party-witness for his employer in a litigation between NYNEX and a number of its contractors. In preparation for his testimony, plaintiff met with NYNEX counsel, who instructed him to "limit his testimony to certain particulars only, and to not reveal certain other particulars." He also claims counsel pressured him "to testify in a certain way as to certain matters, which [he] did not believe to be true and/or accurate." Finally, plaintiff claims that he informed NYNEX counsel that a fellow employee had concealed documents relevant to the litigation.
In August 1996, plaintiff was fired, ostensibly for having unreported communications with the adversaries' principals. Claiming that the real reason NYNEX fired him was in retaliation for refusing to testify untruthfully, and for "blowing the whistle" on a fellow employee's unethical conduct, plaintiff sued NYNEX on several theories. This appeal concerns only the cause of action for breach of contract based on language contained in an employee manual.
In 1995, 27 years into plaintiff's employment, NYNEX distributed a manual entitled the "Code of Business Conduct" to all of its employees. In its approximately 50 pages, the Code discusses a variety of legal and ethical considerations relevant to NYNEX employees. Content ranges from general encouragement of moral behavior to specific examples of conduct that can result in termination. The dispute in this case focuses primarily on the section entitled "Putting the Code to Work" which states:
On the facing page, there appears the following disclaimer:
On defendant's motion, Supreme Court dismissed all of plaintiff's claims except his claim for breach of contract. The court held that the general provisions denying the creation of contract rights were superseded by the specific provisions guaranteeing no reprisals for disclosure of wrongdoing. The Appellate Division, with two Justices dissenting, reversed and dismissed the complaint in its entirety, holding that plaintiff did not sufficiently plead reliance or rebut defendant's motion to dismiss with an affidavit asserting reliance. We now affirm but for different reasons. Where the term of employment is for an indefinite period of time, it is presumed to be a hiring at will that may be freely terminated by either party at any time for any reason or even for no reason (Martin v New York Life Ins. Co., 148 NY 117, 121). New York does not recognize the tort of wrongful discharge (Murphy v American Home Prods. Corp., 58 NY2d 293, 297). Furthermore, there is no exception for firings that violate public policy such as, for example, discharge for exposing an employer's illegal activities (id. at 301).1
New York does, however, recognize an action for breach of contract when plaintiff can show that the employer made its employee aware of an express written policy limiting the right of discharge and the employee detrimentally relied on that policy in accepting employment (Weiner v McGraw-Hill, Inc.,...
To continue reading
Request your trial-
Slue v. New York University Medical Center
...the creation of a contract and negate[] any protection from termination [that] plaintiff may have inferred." Lobosco, 96 N.Y.2d at 317, 727 N.Y.S.2d 383, 751 N.E.2d 462. NYU Health Center has made exactly such disclaimers. The Manual specifically states: "The [Health] Center maintains certa......
-
Chimarev v. Td Waterhouse Investor Services, Inc.
...a cause of action for a breach of public policy can not be maintained under New York law. See Lobosco v. New York Tel. Co./NYNEX, 96 N.Y.2d 312, 727 N.Y.S.2d 383, 751 N.E.2d 462, 464 (2001) (citing Murphy v. Am. Home Prods. Corp., 58 N.Y.2d 293, 297, 461 N.Y.S.2d 232, 448 N.E.2d 86 (1983)).......
-
Price v. Cushman & Wakefield, Inc.
...the employee detrimentally relied on the policy in accepting or continuing employment.” Id. (citing Lobosco v. New York Tel., 96 N.Y.2d 312, 727 N.Y.S.2d 383, 751 N.E.2d 462, 465 (2001)). This is a “difficult pleading burden,” and “routinely issued employee manuals, handbooks and policy sta......
-
Carmody v. Village of Rockville Centre
...relied on the policy in accepting or continuing employment." Baron, 271 F.3d at 85 (citing Lobosco v. New York Tel., 96 N.Y.2d 312, 316, 727 N.Y.S.2d 383, 751 N.E.2d 462 (2001)). "The New York Court of Appeals has admonished that this is a `difficult pleading burden,' ... and that `routinel......
-
Chapter § 2.17
...of the handbook supersede all other guidance to employees, whether written or oral. --------Notes:[42] Lobosco v. N.Y. Telephone Co., 96 N.Y.2d 312, 727 N.Y.S.2d 383 (2001) (an employee seeking to rely on a provision in an employee handbook, supposedly creating a promise of employment, must......