The Court wasn't buying it - for starters, he signed a practice agreement that expressly acknowledged that his employment was at will. Hardly groundbreaking precedent here, but the Court provided a helpful, concise summary of at will employment under Pennsylvania law:
Pennsylvania law presumes that employment is at-will. To overcome the presumption of employment at will, an employee "must show clear and precise evidence" that the parties intended to enter an employment contract for a definite term. In analyzing the parties' intent, we consider “the surrounding circumstances." An employee’s “subjective expectation of . . . guaranteed employment . . . based on employer practices or vague employer superlatives” does not demonstrate an employment contract for a definite term. Likewise, "comments which merely evince an employer’s hope that the employee will remain" are inadequate to prove a contract for a definite term.(internal citations omitted). In short, Pennsylvania has a strong presumption of at will employment that is difficult to overcome.
Image: Third Circuit logo used in commentary on Third Circuit. Not official use.