rule may be outdated, we have also recognized that “it is uniquely a province of the legislature to change it.” Reiter v. Yellowstone County (1981), Mont., 627 P.2d 845, 849, 38 St.Rep. 686, 690. In Reiter, we noted that because of the operation of section 39-2-503, MCA, the at-will employee was not employed on a “discharge for cause only” basis. We stated, “assuming arguendo that appellant had an implied contract with an implied covenant of good faith, the employer did not act in bad faith because its conduct was statutorily permissible.” 627 P.2d at 849-850, 38 St.Rep. at 690. In other words, under section 39-2-503, MCA, an employer or employee could terminate employment for any or all reasons, provided the reasons or manner of termination did not 7), 373 Mass. 96, 364 N.E.2d 1251 (<HOLDING>); and Monge v. Beebe Rubber Co. (1974), 114
recognizing a contract action when employee terminated in order not to receive earned bonuses or commissions holding employee not terminated in bad faith because no evidence suggested that employer discharged employee in order to retain em ployees previously earned sales commissions recognizing contract action and limiting damages to those for breach of contract when employee terminated for refusal to date foreman holding um did not act under color of state law when it terminated an employee recognizing a tort action for wrongful discharge when employee was terminated because he refused to commit a criminal act