Gulfstream adopted a dispute resolution policy (DRP). It mailed the policy to all employees. It said the DRP would be the only procedure to resolve disputes between Gulfstream and employees. It would begin in two weeks and would be "a condition of continued employment." If an employee continued to work at Gulfstream, then they accepted the DRP as a condition of employment. A group of employees sued, contending that there was no contract, so the DRP could not be enforced.
The district court held for Gulfstream. The employees appealed

1. The appeals court held that continued employment was evidence of acceptance of the offer and employment was consideration. Since the employees were already working, why was there consideration? Was there a change in anything?
2. If the case had come out the opposite, how could an employer change the terms of the working arrangement (contract)?