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Click here for the full text of this decision FACTS:Respondent Christine Burwell had been employed by petitioner Matagorda County Hospital District for nearly 10 years as a collections supervisor when she was placed on probation and later terminated. The district cited her poor attitude, breaches of patient confidentiality and unprofessional conduct as reasons for its decision, all of which Burwell disputed. Burwell, then 52, sued for age discrimination and breach of employment contract. The trial court granted summary judgment for the district on the contract claim, but the court of appeals reversed and remanded. A jury then found for Burwell on her contract claim, but against her on the discrimination claim. The trial court rendered judgment on the verdict, and only the district appealed, contending in part that there was no evidence of breach of contract. This time, a divided court of appeals affirmed. HOLDING:The court reverses the judgment of the court of appeals and renders judgment that Burwell take nothing. Burwell contends that a provision in the personnel policy manual modified her at-will employment and permitted her to be dismissed only for cause. The court of appeals misread the manual. It plainly provides that dismissal may be for cause, but it nowhere suggests that dismissal may be only for cause, and that limitation cannot simply be inferred, the court states. OPINION:Per curiam.

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