and Defendant did not contain a fixed term of employment. (Cromer Dep. of Feb. 22, 1994, pp. 14-16). Therefore, the contract could legally be terminated at any time by Defendant. Still, 279 N.C. at 259, 182 S.E.2d at 406. Plaintiff also bases her breach of contract cause of action upon unspecified language contained in Defendant’s employment handbook, which Plaintiff received at the commencement of her employment. The law of North Carolina is clear that “unilaterally promulgated employment manuals or policies do not become part of the employment con tract unless expressly included in it.” Walker v. Westinghouse Elec. Corp., 77 N.C.App. 253, 259, 335 S.E.2d 79, 83-84 (1985) (citations omitted). See also Roberts v. Wake Forest Univ., 55 N.C.App. 430, 436, 286 S.E.2d 120, 124 (1982) (<HOLDING>). Accordingly, Defendant is entitled to summary
holding enforceable employee manual that was distributed to all employees holding county employee with unenforceable contract was atwill employee holding that under arkansas law employment is atwill unless personnel manual or employment agreement contains express provision that employee shall not be discharged except for cause holding that there was no employment contract where personnel manual provided that after three months an employee became a permanent employee where there was no additional expression as to duration holding that whether a personnel policy manual modifies an employment contract is a question of fact