Melissa Antidormi was a successful 41-year-old working as a sales manager with BEA Systems Inc., a California-based software firm, when she left to join Blue Pumpkin Software Inc. At the time of her departure, her base salary was $90 000, and she was on target to earn approximately $300 000 in sales commissions. For 19 months, Blue Pumpkin had pursued her to lead its expansion into Canada and Latin America. She initially declined the offer as she had no interest in leaving her job at BEA Systems. However, Blue Pumpkin was persistent in selling their vision of a “New Canadian Team.” Blue CEO indicated that Melissa’s new position would provide a long-term opportunity. With promises of better pay, greater responsibilities, and job security, she joined Blue Pumpkin. Six months later, Melissa was terminated when the company changed its business plans to concentrate on the U.S. market. The company offered her two weeks of severance; she sued for wrongful dismissal. After a two-year legal battle, the Ontario Superior Court awarded her $320 000—the equivalent of one year’s salary, commission, and bonuses—plus her legal costs. The court ruled that Melissa deserved 10 months’ notice because Blue Pumpkin had misrepresented certain facts—in particular, the job security that she would enjoy as long as she performed well. How can employees protect against false promises and misrepresentations? How can employers protect against false promises and inflated expectations?