were employment agreements for a specific duration, which changed respondent’s original at-will relationship into a terminable-only-for-cause relationship. Appellant argues that respondent remained an at-will employee, despite the 2001 and 2002 contracts, because both of those documents are silent as to termination and neither document contained a term explicitly modifying respondent’s at-will status. In support of its argument, appellant cites Rosenberg v. Heritage Renovations, LLC, 685 N.W.2d 320 (Minn.2004), and Harris v. Mardan Bus. Sys., Inc., 421 N.W.2d 350 (Minn.App.1988), review denied (Minn. May 18, 1988). Neither case supports appellant’s misapplication of the at-will doctrine because both cases involved employment for an indefinite duration. See Rosenberg, 685 N.W.2d at 326 (<HOLDING>); Harris, 421 N.W.2d at 354. (holding 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 covenant in an employment agreement executed some 12 years after the initial taking of employment was not incident to the taking of employment holding that employment was at will despite a reference to events in the employment listing that could be used as a termination date holding that termination is an adverse employment action holding that evidence was sufficient for jury to determine date employment was to begin