The company’s employee handbook stated clearly that employment at the firm was strictly on an at-will basis. However, at other spots, the same handbook laid out policies for progressive disciplinary action when employees violated company rules and procedures that the company said it would follow whenever a reduction in force was required by financial circumstances, included a letter from the company president saying that the company’s general practice was to terminate employees only when there existed

“good cause,” and stated a policy of reassigning laid off employees who were performing satisfactorily.

Pursuant to a reduction in force, the chief financial officer terminated the financial reports supervisor after twenty-two years of good performance.

Does the supervisor have a cause of action for breach of his employment contract under the employee handbook as it is described to you above? See Guz v. Bechtel National, Inc. [24 Cal. 4th 317, 8 P.3d 1089 (2000)].