improvements she needed to make in connection with her work.
Plaintiff's performance, however, did not improve. During the first two weeks of May, 1989, Plaintiff made five separate on-the-job mistakes which EDS characterized as "critical". Haas brought the errors to Michael VanDyke's attention. VanDyke, in turn, discussed the matter with Curvie Burton, and Burton and VanDyke jointly made the decision to terminate Plaintiff's employment with EDS.
Six months after the termination of her employment, Plaintiff instituted this lawsuit alleging breach of contract, race discrimination and retaliatory discharge.

II. DEFENDANT'S ARGUMENTS IN SUPPORT OF SUMMARY JUDGMENT AND PLAINTIFF'S COUNTER-ARGUMENTS

A. Plaintiff's Breach of Contract Claim.

In its motion for summary judgment and brief in support thereof, Defendant contends that Plaintiff was an "at-will" employee as a matter of law by virtue of her havingsimilarly situated in all respects and that the other employee's acts were of comparable seriousness to his own). Plaintiff's deposition testimony establishes that Plaintiff is unable to meet this burden.
Plaintiff claims that EDS discriminated against her on the basis of her race while she was still in EDS's employ by allegedly refusing her January or February 1989 request for a transfer to a different EDS division or facility. Although Plaintiff admitted that she knew she like all other EDS employees was not entitled to consideration for transfer unless she demonstrated a "solid meets" performance in her Troy, Michigan systems engineer position, she claims that "two other white females had received transfers ... upon demand." [Plaintiff's Deposition, p. 122.] However, when asked to identify these two alleged "comparables" she