Anushavan Torosyan claimed that he was unjustly terminated, because he was promised in an old staff handbook that he could be dismissed for good cause only.
The Supreme Court of Connecticut held the original promise was one an employee could rely upon.
An employer could not unilaterally convert an employee’s status to an at-will relation simply by issuing a second handbook.
It would be improper to infer the employee consented to the new terms, simply because he or she wanted to continue work.
The only alternative was to resign, giving up the job security the employer originally promised.