If his employment contract made 'at will' not a company option, they had no grounds to let him go. George may also win based on the fact of the unclear terminology and explanation of the multiple manuals. The grounds could be that the company made the documents purposefully vague in order to deceive employees.
The company has a good shot of winning for similar reasons. Based on the employment contract, was there an 'income producing' clause incorporated into the contract? If he was supposed to produce X amount to be employed, he certainly would not have met those expectations. There were other grounds that George abandoned his post and may have actually quit. Based on the fact of his abandonment and his no longer producing income for the company, they may have had a right to let him go. They could clearly demonstrate that he did not meet the requirements of the manuals and vesting schedule if he was legally terminated because he was not 65 and he had less than 10 years of service.
If I were the judge that heard this particular case, I would have to side against Corrigan and for Mr. George. Both parties could have done things better but in the end it looks like the company missed its contractual obligations in many more situations. My decision would mainly be based on the fact that the Corrigan company manuals were a mess. They were poorly written and simply not clear. I would have to assume that that was...
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