Geary v. Wentworth Laboratories, Inc.

**What Happened** An employee at Wentworth Laboratories believed the company had promised to appoint him to head a new division. When this didn't happen, he claimed wrongful termination, breach of contract, and constructive discharge (being forced to quit due to intolerable working conditions). The employee argued that his employer had made a clear promise about the promotion and then failed to follow through. **What the Court Decided** The Connecticut Appellate Court sided with Wentworth Laboratories. A jury had already determined that the company never made a "clear and definite promise" to promote the employee to head the new division. The appellate court upheld this decision, rejecting the employee's arguments that the jury had been given improper instructions about contract formation and job promises. **Why This Matters for Workers** This case shows that workplace promises about promotions or new positions must be very specific and definite to be legally binding. Vague discussions about possible future opportunities or general statements about career advancement typically won't create a legal obligation for employers. Workers should get promotion promises in writing and ensure the terms are clearly spelled out to have the strongest legal protection.