Some jurisdictions maintain that it would be irrational to apply the doctrine of promissory estoppel to a promise of at-will employment, given that the employee could be fired after working for only one day on the job. Other jurisdictions, in contrast, conclude that the doctrine should apply because the employer should reasonably expect a job candidate in this situation to act in reliance on the promise. Does one of these two arguments have greater merit than the other? What is your position on this issue?