for good cause only. Where the alleged term has arisen in a personnel manual, we have required that the manual control the employment relationship to the point that an employee could reasonably expect his employer to conform to the procedures it outlined. Newberry, 108 N.M. at 427, 773 P.2d at 1234. We also have stated that “ ‘if an employer does choose to issue a policy statement, in a manual or otherwise, and, by its language or by the employer’s actions, encourages reliance thereon, the employer cannot be free to only selectively abide by it.’ ” Lukoski, 106 N.M. at 667, 748 P.2d at 510 (quoting Leikvold v. Valley View Community Hosp., 141 Ariz. 544, 548, 688 P.2d 170, 174 (1984) (en banc)); see also Rowe v. Montgomery Ward & Co., 437 Mich. 627, 473 N.W.2d 268, 275 (1991) (<HOLDING>). An employer creates expectations by
recognizing presumption and finding that it was overcome holding evidence insufficient to overcome presumption of correctness holding that fraud on the court must be supported by clear unequivocal and convincing evidence holding that the waiver of sovereign immunity must be clear and unequivocal holding that oral statements of job security must be clear and unequivocal to overcome presumption of atwill employment