inda Law, a recent graduate of UWLA Law School, was hired by Bar Prep of California hereafter referred to as BPC under an oral agreement as an editorial consultant. Her job responsibilities included preparing new course outlines, proofreading and grading student homework assignments. BPC agreed to pay Linda a starting salary of $2,500 a month. Three months later, Linda was approached by Emmis, BPC's Regional Director, who handed her a newly published sixty-page booklet entitled "BPC Employer's Manual." He instructed Linda to read the manual and indicated that it contained important information concerning company policy considerations and employee benefits. When Linda returned home that evening, she started to read the manual. The first few pages described the history of BPC and provided a personal biography of its president, Mic Finzer. On page twenty, the manual stated that BPC treats its employees "as family" and that employees will be discharged "only with good cause." After reading about thirty pages, Linda became tired and went to sleep. She never got around to reading the rest of the manual. After she worked at BPC for six months, Linda received a termination notice from Emmis. In his letter, he indicated that Linda was being fired for insubordination because she complained about the poor quality of BPC's course materials and refused to work overtime grading papers. Following her dismissal, Linda now brings suit against BPC for breach of contract. Which of the following, if true and provable, would furnish BPC with its best defense?

Question 7Select one:

A. All other BPC employees worked overtime whenever requested to do so.

B . When Linda accepted employment with BPC, the company never made any promises regarding job security or duration of employment.

C. BPC's course materials had recently been reviewed by the American Bar Association's Committee on Legal Education and they received "high acclaim."

D. The second page of the BPC manual contained a paragraph stating that all policies, guidelines and employee benefits are "purely gratuitous and not intended to create any contractual obligation."