Laufer v. Ft. Meade Hospitality, LLC

**Laufer v. Ft. Meade Hospitality: Employee Handbook Language Not Enough to Create Job Protection** This case involved an employee who was fired by R.R. Donnelly & Sons Company and sued for wrongful termination and breach of contract. The employee argued that the company's employee handbook created a contract that required specific procedures before termination, and that the company failed to follow these procedures when firing them. The court sided with the employer and dismissed the case. The judge ruled that the language in the employee handbook was too vague and general to create enforceable legal rights. The court found that the handbook's termination procedures were written more like guidelines or suggestions rather than binding promises that employees could rely on in court. **What this means for workers:** Employee handbooks don't automatically create job security or guarantee specific termination procedures will be followed. Even if your handbook outlines disciplinary steps or termination processes, courts may not treat these as legally binding contracts if the language is too general or includes disclaimers. Workers should understand that handbook policies may be company guidelines rather than enforceable promises, and most employment remains "at-will," meaning employers can generally terminate employees without following specific procedures.