Valentine v. General American Credit, Inc.

Decision Date28 December 1984
Docket NumberO,No. 2,Docket No. 71309,2
Citation362 N.W.2d 628,118 L.R.R.M. (BNA) 3333,420 Mich. 256
PartiesSharon VALENTINE, Plaintiff-Appellee, v. GENERAL AMERICAN CREDIT, INC., Defendant-Appellant. ct. Term 1984. Calendar420 Mich. 256, 362 N.W.2d 628, 118 L.R.R.M. (BNA) 3333, 53 U.S.L.W. 2370, 1 Indiv.Empl.Rts.Cas. (BNA) 1811
CourtMichigan Supreme Court

Law Offices of Joseph A. Golden by Joseph A. Golden, Patricia A. Stamler, Southfield, for plaintiff-appellant.

Garan, Lucow, Miller, Seward, Cooper & Becker, P.C. by Milton Lucow, Detroit, for defendant-appellee; Gromek, Bendure & Thomas by Daniel J. Wright, Detroit, of counsel.

The Fishman Group, Steven J. Fishman, Malcolm D. Brown, Bloomfield Hills, for amicus curiae Mich. State Chamber of Commerce.

Stark & Gordon, Detroit, for amicus curiae MTLA.

LEVIN, Justice.

Sharon Valentine seeks to recover mental distress damages arising out of the alleged breach of an employment contract. Valentine claims that, under the contract, she was entitled to job security and the peace of mind that is associated with job security. Because an employment contract providing for job security has a personal element, and breach of such a contract can be expected to result in mental distress, Valentine argues that she should be able to recover mental distress damages. She also asks for exemplary damages.

The Court of Appeals affirmed the decision of the trial court dismissing the claims for mental distress and exemplary damages. 1 We affirm.

I

In Toussaint v. Blue Cross & Blue Shield of Michigan, 408 Mich. 579, 292 N.W.2d 880 (1980), this Court held that an employment contract providing that an employee would not be terminated except for cause was enforceable although no definite term of employment was stated.

Toussaint makes employment contracts which provide that an employee will not be dismissed except for cause enforceable in the same manner as other contracts. It did not recognize employment as a fundamental right or create a new "special" right. The only right held in Toussaint to be enforceable was the right that arose out of the promise not to terminate except for cause.

Employers and employees remain free to provide, or not to provide, for job security. Absent a contractual provision for job security, either the employer or the employee may ordinarily terminate an employment contract at any time for any, or no, reason. 2 The obligation which gave rise to this action is based on the agreement of the parties; 3 it is not an obligation imposed on the employer by law. This is an action for breach of contract and not a tort action.

II

Valentine may not recover mental distress damages for breach of the employment contract, although such damages may have been foreseeable and she might not be "made whole" absent an award of mental distress damages.

Valentine relies on the rule of Hadley v. Baxendale, 9 Exch. 341, 156 Eng.Rep. 145 (1854), which provides that damages recoverable for a breach of contract are those that "may fairly and reasonably be considered either arising naturally, i.e., according to the usual course of things, from such breach of contract itself, or such as may reasonably be supposed to have been in the contemplation of both parties at the time they made the contract, as the probable result of the breach of it." 4

Although courts frequently begin analysis with a reference to the rule stated in Hadley v. Baxendale, 5 that rule has not been applied scrupulously. As stated by Professor Dobbs in his treatise on remedies, a "difficulty in the Hadley type case is that the test of foreseeability [i.e., whether damages 'arise naturally' 6] has little or no meaning. The idea is so readily subject to expansion or contraction that it becomes in fact merely a technical way in which the judges can state their conclusion." 7

Under the rule of Hadley v. Baxendale, literally applied, damages for mental distress would be recoverable for virtually every breach of contract. Professor Dobbs said:

"When a defendant breaches a contract, this may and often does cause pecuniary loss to the other party, at least temporarily. It is a common experience of mankind that pecuniary loss almost invariably causes some form and degree of mental distress." 8

In Stewart v. Rudner, 349 Mich. 459, 470, 84 N.W.2d 816 (1957), this Court said that "all breaches of contract do more or less" cause "vexation and annoyance"; similarly, see Kewin v. Massachusetts Mutual Life Ins. Co., 409 Mich. 401, 417, 295 N.W.2d 50 (1980). 9

Yet the general rule, with few exceptions, is to "uniformly den[y]" recovery for mental distress damages although they are "foreseeable within the rule of Hadley v. Baxendale." 10 The rule barring recovery of mental distress damages--a gloss on the generality of the rule stated in Hadley v. Baxendale --is fully applicable to an action for breach of an employment contract. 11

The denial of mental distress damages, although the result is to leave the plaintiff with less than a full recovery, has analogy in the law. The law does not generally compensate for all losses suffered. 12 Recovery is denied for attorney's fees, 13 for mental anguish not accompanied by physical manifestation, 14 and "make-whole" or full recovery has been denied where the cost of performance exceeds the value to the promisee. 15 The courts have not, despite "make whole" generalizations regarding the damages recoverable, 16 attempted to provide compensation for all losses. Instead, specific rules have been established that provide for the calculation of the damages recoverable in particular kinds of actions. 17 In contract actions, the market price is the general standard. 18

In determining what damages are recoverable, the courts of this state have qualified the general rule, pursuant to which mental distress damages for breach of contract are not recoverable, with a narrow exception. Rather than look to the foreseeability of loss to determine the applicability of the exception, the courts have considered whether the contract "has elements of personality" 19 and whether the "damage suffered upon the breach of the agreement is capable of adequate compensation by reference to the terms of the contract." 20

The narrow scope of those verbal formulas appears on consideration of the limited situations in which this Court has allowed the recovery of mental distress damages for breach of contract. In Vanderpool v. Richardson, 52 Mich. 336, 17 N.W. 936 (1883), recovery was allowed for breach of a promise to marry. In Stewart v. Rudner, 349 Mich. 459, 84 N.W.2d 816 (1957), a doctor who failed to fulfill his promise to deliver a child by caesarean section was required to pay mental distress damages. In Miholevich v. Mid-West Mutual Auto Ins. Co., 261 Mich. 495, 246 N.W. 202 (1933), the plaintiff, who was jailed for failure to pay a liability judgment, recovered mental distress damages from an insurer who had failed to pay the judgment. 21

Loss of a job is not comparable to the loss of a marriage or a child and generally results in estimable monetary damages. In Miholevich, the breach resulted in a deprivation of personal liberty. 22

An employment contract will indeed often have a personal element. Employment is an important aspect of most persons' lives, and the breach of an employment contract may result in emotional distress. The primary purpose in forming such contracts, however, is economic and not to secure the protection of personal interests. The psychic satisfaction of the employment is secondary.

Mental distress damages for breach of contract have not been awarded where there is a market standard by which damages can be adequately determined. Valentine's monetary loss can be estimated with reasonable certainty according to the terms of the contract and the market for, or the market value of, her service. Mental distress damages are not awarded an employee found to have been wrongfully discharged in violation of a collective bargaining agreement. 23

We conclude, because an employment contract is not entered into primarily to secure the protection of personal interests and pecuniary damages can be estimated with reasonable certainty, that a person discharged in breach of an employment contract may not recover mental distress damages.

III

Valentine has not separately argued her exemplary damage claim. In Kewin, supra, 409 Mich. pp. 420-421, 295 N.W.2d 50, this Court said that "absent allegation and proof of tortious conduct existing independent of the breach [citation omitted], exemplary damages may not be awarded in common-law actions brought for breach of a commercial contract." Valentine failed to plead the requisite purposeful tortious conduct, and therefore she may not recover exemplary damages.

Affirmed.

WILLIAMS, C.J., KAVANAGH, CAVANAGH, BRICKLEY, RYAN and BOYLE, JJ., concur.

1 On April 11, 1980, Valentine filed an action alleging breach of a contract of employment and intentional infliction of mental distress. She sought mental distress damages and exemplary damages. On June 1, 1981, the trial court granted defendant General American Credit's motion for partial summary judgment on the issues of mental distress damages and exemplary damages. The Court of Appeals, dividing two-to-one, affirmed. Valentine v. General American Credit, Inc., 123 Mich.App. 521, 332 N.W.2d 591 (1983).

To continue reading

Request your trial
95 cases
  • Frankenmuth Mut. Ins. Co. v. Keeley
    • United States
    • Michigan Supreme Court
    • October 19, 1989
    ...553 P.2d 584 (1976); Campbell v. Government Employees Ins. Co., 306 So.2d 525 (Fla, 1975).26 Id.In Valentine v. General American Credit, Inc., 420 Mich. 256, 261, 362 N.W.2d 628 (1984), this Court declared that mental distress damages were not recoverable in an action for breach of employme......
  • Bullock v. Automobile Club of Michigan
    • United States
    • Michigan Supreme Court
    • June 6, 1989
    ...the employment-at-will presumption nor did it create new or special rights. As explained in Valentine v. General American Credit, Inc., 420 Mich. 256, 258-259, 362 N.W.2d 628 (1984), "Toussaint makes employment contracts which provide that an employee will not be dismissed except for cause ......
  • Diggs v. Pepsi-Cola Metropolitan Bottling Co., Inc.
    • United States
    • U.S. Court of Appeals — Sixth Circuit
    • January 26, 1989
    ...standard. Unlike Carpenter, Diggs did not sign an "employment-at-will" clause. Pepsi-Cola also relies on Valentine v. General American Credit, Inc., 420 Mich. 256, 362 N.W.2d 628 (1985). In Valentine, Judge Levin, the author of Toussaint, announced that "[Toussaint] did not recognize employ......
  • Dumas v. Auto Club Ins. Ass'n
    • United States
    • Michigan Supreme Court
    • September 17, 1991
    ...employment discharge case is that employment is at will, unless the parties have otherwise agreed. See Valentine v. General American Credit, Inc, 420 Mich. 256, 259, 362 N.W.2d 628 (1984).In focusing unduly on whether the Auto Club explicitly promised to pay renewal commissions for a partic......
  • Request a trial to view additional results
2 books & journal articles
  • At Will Employment in Washington: a Review of Thompson v. St. Regis Paper Co. and Its Progeny
    • United States
    • Seattle University School of Law Seattle University Law Review No. 14-01, September 1990
    • Invalid date
    ...Toussaint have often construed the implied contract exception to the at will rule narrowly. In Valentine v. General American Credit, 420 Mich. 256, 362 N.W.2d 628 (1984), the court explained the Toussaint decision by stating that it "did not recognize employment as a fundamental right or cr......
  • Compensation for Antitrust Violations
    • United States
    • Sage Antitrust Bulletin No. 61-3, September 2016
    • September 1, 2016
    ...injuries too are not compensable in private21. Weinrib, supra note 20, at 349.22. E.g., Valentine v. General American Credit, Inc., 362 N.W.2d 628 (Mich. 1984) (following general common law rule thatemotional distress damages cannot be recovered for breach of contract).23. Kris Treu, Loss o......

VLEX uses login cookies to provide you with a better browsing experience. If you click on 'Accept' or continue browsing this site we consider that you accept our cookie policy. ACCEPT