Think you know what 'cause' is? Think again

A case out of Montgomery County highlights the importance of drafting employment agreements with clarity and avoiding ambiguity. A terminated employee prevailed on his breach of contract and breach of the duty of good faith and fair dealing claims after he was terminated for "willful misconduct" following a verbal and (minor) physical altercation with a subordinate employee. The problem was that "willful misconduct" wasn't defined in the employment agreement, and the court held that the term should be construed against the employer because it drafted the agreement.

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