With no explanation, chose the best option from "A", "B", "C" or "D". as a matter of law because a "practice may be a sound one from an employer's perspective without becoming a mandate that such practices must be utilized in every instance. See Sorenson v. Kennecott-Utah Copper Corp., 873 P.2d 1141, 1149 (Utah Ct.App.1994). {88 Policy 210 addresses both employee misconduct and employee performance issues. For misconduct, Policy 210 includes a list of "Examples of M , Tomlinson notes that Policy 210 uses command language. In particular, the first page of Policy 210 includes a "Policy Perspective" statement that indicates, "employees will be advised of expected levels of job performance and behaviors and will receive notification when results and behaviors fall below acceptable levels." (Emphases added.) See Cabaness, 2010 UT 23, ¶¶ 59-60, 232 P.3d 486 (<HOLDING>). But see Francisconi v. Union Pac. R.R. Co.,

A: holding as a matter of law that the statement harassment  shall not be tolerated  combined with a disclaimer limited to other topics constituted an implied contract
B: holding as a general rule of contract law if no other meaning is reasonable the court shall rule as a matter of law that the meaning is established
C: holding that employee guidebook did not create an implied employment contract as it contained a clearlystated boldfaced disclaimer and statement that employment was atwill
D: holding that the language in the lease agreement for computer accounting programs was an effective disclaimer of an implied warranty but for language in a statement of installation conditions which document created a genuine issue of material fact as to disclaimer
A.