If a disciplinary procedure is promised. Despite a strong presumption in favor of the at-will standard of employment, the Utah Supreme Court has held that an employer's clear and unequivocal "promise" concerning the duration or terms of the employment relationship may result in an implied contract of employment.
Therefore, although a stray, casual, or general remark regarding job security will rarely, if ever, result in the formation of a contract of employment, employers are best advised to train managers to avoid making any such statements.
Employee handbooks. Utah courts have also held that implied contracts may arise from a variety of sources, including personnel policies or provisions of an employment manual (Cabaness v. Thomas, 232 P.3d 486 (Utah 2010)).
More specifically, the Utah courts have held that definite statements and/or policies contained in an employee handbook may create a contract ...