quotation marks omitted)). 11 . NCR argues that Policy 422 was adopted four years before Tomlinson was hired, but does not indicate that it was subsequently revoked or amended. 12 . NCR's Corporate Management Policy Numbers 101 and 102 contain general provisions defining "policy development," "deviations from corporate management policies," and the distinction between policies and procedures. 13 . Other jurisdictions have held that a clear and conspicuous contract disclaimer can prevent an employee manual from limiting an employer's right to terminate its employees, even in the absence of a corresponding at-will statement, when the language is clear and definitive. See McCloud v. United Parcel Serv., Inc., 543 F.Supp.2d 391, 403 (E.D.Pa.2008), aff'd, 328 Fed.Appx. 777 (3d Cir.2009) (<HOLDING>) reasonable person in [pllaintiff's situation
holding that employee guidebook did not create an implied employment contract as it contained a clearlystated boldfaced disclaimer and statement that employment was atwill holding that a disclaimer stating  this particular code or policy handbook is not an expressed or implied contract of employment and does not create any contractual rights of any kind between employer and its employees was clear enough that a holding that language in employee handbook stating that it was not to be considered as creating terms and conditions of an employment contract and that the employment relationship was employment atwill  was sufficiently explicit to preclude the creation of implied contractual obligations as a matter of law holding that the statement this employee handbook is not intended to create any contractual rights in favor of you or the company the company reserves the right to change the terms of this handbook at any time was sufficient to disclaim any implied contract to engage in progressive discipline holding that employee handbook did not give rise to implied contract where it stated that it was not a contract and that employment was terminable at will