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Click here for the full text of this decision FACTS:Yvonnia Talford worked for Conroe Regional Medical Center when she applied for a pharmacy technician position at Columbia Medical Center at Lancaster Subsidiary (CML), which Talford thought was an affiliated entity. Talford also thought the Columbia Medical System as a whole had a policy of allowing transfers from one Columbia facility to another without a loss of benefits. Holly Betz, CML’s HR recruiter, offered Talford the position at the same pay and benefits rate, and Talford accepted. Talford completed a transfer form, which was signed by Talford’s current supervisor and was faxed to CML. Talford’s orientation was scheduled for July 12 and she believed she was to start work on July 19. When She arrived for orientation, however, CML’s HR director told her that the position was still being interviewed for. Talford was later told she had never been hired. Talford sued for breach of an oral contract, saying CML did not honor the “approved transfer.” The trial court granted CML’s motion for summary judgment because Talford was an at-will employee and because the alleged oral contract did not meet the statute of frauds. HOLDING:Affirmed. “Because any transfer would have continued Talford’s at-will employment and she had no guarantee of future employment, we conclude the trial court did not err in granting summary judgment for CML on grounds that Talford failed to establish a claim for breach of contract to transfer and continue her employment.” The court adds that a statement that Talford was hired “for a permanent job for the rest of [her] working career” and the “Request for Transfer” were not unequivocal indications by CML of a definite intention to be bound not to terminate Talford except under clearly specified circumstances. OPINION:Jim Moseley, J.; Whittington, Moseley and Lang-Miers, J.J.

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