in his agreement mandates a minimum one-year contract of employment. A conflict exists in Texas law regarding whether a written employment agreement detailing an annual salary constitutes a binding one-year employment contract. “Specifically, a conflict exists over the status of the English Rule as it relates to the presumption of at-will employment, that can only be overcome with specific terms.” Hamilton, 232 F.3d at 478. Because the Texas Supreme Court has not ruled precisely on this point, a court would typically “defer to the holdings of lesser state courts.” United States v. Johnson, 160 F.3d 1061, 1063 (5th Cir.1998). Unfortunately, the Texas appellate courts are split on this issue. See Saucedo v. Rheem Mfg. Co., 974 S.W.2d 117, 128-29 (Tex.App.—San Antonio 1998, pet. denied) (<HOLDING>); but see Demunbrun v. Gray, 986 S.W.2d 627,
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 holding that an employment contract of an indefinite duration is terminable at will holding that use of annual salary rate created fact issue as to whether the employment contract was atwill or for a specific term holding on rehearing that the use of annual salary rates is too indefinite to give rise to an employment contract for a specific term holding that a contract of an indefinite duration is terminable at will