An employee was hired as general manager of a new assisted-living facility. For several months, she received positive feedback on her progress. At a meeting, two supervisors inquired about her child-rearing plans. She admitted that she planned to have children and was fired two weeks later. She was replaced by a 60-year-old woman. Her supervisor's manual included a policy on pro- gressive discipline that was generally adhered to. However, she also received and signed a dis- claimer that stated in part: "I understand that [neither] the policies and procedures of the facil- ity, nor the Handbook . . . are intended to consti- tute a contractual agreement. ...I understand that my employment is ‘at will.' . . ." What should the court decide? Why? (Kuest v. Regent Assisted Living, Inc., 43 P.3d 23 (Wash. App. 2002))