Tayeb Hyderally is very experienced in New Jersey Employment law. He has developed his expertise through many years of successful litigation and thorough study in the field of employment law. It is the wide variety of topics in the subject that has kept Mr. Hyderally interested in the field for all these years. Of the many cases he has studied Terrio v. Millinockey Community Hospital has been one of the most interesting.
June Terrio was a highly trained medical technician and worked in the medical laboratory of Millinockey Community Hospital. When she was first employed she was the only personnel who worked in the laboratory and was solely responsible for making all necessary purchases and performing all lab testing. She reportedly delivered high quality work and those who worked with her vouched for her competence even while she was in a supervisory position. Through the years the hospital continued to award her periodic raised and there was never any question of her performance and its quality.
A resident pathologist was placed in charge of the lab and some witnesses stated that Ms. Terrio had been insubordinate and was not doing satisfactory work. During this same time frame she was given an increase in pay and was also allowed to choose better working hours and was reassured that her job was secure as stated by hospital authorities. The new pathologist threatened to resign unless Ms. Terrio was let go, the hospital administrator decided to terminate her employment. She was then 58 years old and had been working for the hospital for about 20 years.
Ms. Terrio pursued a law suit on the basis that she was dismissed without cause and it constituted a breach of contract based on the verbal agreement with the administrator previously. The oral contract and her employment record lined up with the “Personnel Policy” and the “Employees Retirement Plan” to form an enforceable contract. This was defined to be in place until the time of retirement, the age of 65.
The hospital tried to argue that there was not a written contract to be broken and evidence was sparse. When Ms. Terrio won her case the hospital filed an appeal based on the lack of evidence but it was denied by the court. This case set the precedent that substantiates the validity of a verbal contract between employer and employee.