during the performance period, and a comprehensive appraisal of their performance in relation to those expectations at the close of each performance period. 10 . Although NCR also claims that Tomlinson was not aware of the policy during his employment, we decline to consider this argument because it is raised for the first time on appeal. See State v. Moa, 2012 UT 28, 123, 282 P.3d 985 ("As a general rule, in order to preserve an issue for appeal, the issue must be presented to the district court in such a way that the district court has an opportunity to rule on that issue." (brackets, citation, and int ed with such a specific disclaimer would not believe [the employer] intended to remove his at-will status"); Anderson v. Douglas & Lomason Co., 540 N.W.2d 277, 288-89 (Iowa 1995) (<HOLDING>). However, neither of these decisions involved
holding that contractual relationship between student and university did not include terms of the handbook because university retained right to unilaterally modify terms of handbook without notice plaintiff neither negotiated for nor assented to terms of contract and relevant correspondence did not call special attention to handbook 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 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 policies set out in employee handbook formed implied contractual obligations holding that an arbitration agreement in an employee handbook was illusory where the employer expressly reserved a right to unilaterally rescind any provisions of the handbook