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The correct answer is grounded in the principles of common law, which is a body of unwritten laws based on legal precedents established by the courts. In cases involving wrongful dismissal, particularly for managerial employees, common law provides the foundational rights and remedies that are not specifically defined in statutes or collective agreements.

Common law establishes concepts like "reasonable notice," which dictates how much notice an employer must provide before terminating an employee without cause. If an employee feels that their termination was unjust or lacked adequate notice, they can seek remedies under common law. This legal framework recognizes the importance of individual contractual relationships and allows courts to evaluate each case based on precedents and judicial discretion.

While statutory regulations may also play a role in employment relationships, they often pertain to specific protections (such as those against discrimination or harassment) rather than general principles of wrongful dismissal. Similarly, collective bargaining may apply in unionized environments where specific agreements dictate terms of employment, but for a managerial employee not covered by such an agreement, common law is the primary framework. Lastly, contract law is relevant to the extent that it deals with the terms of employment contracts, but wrongful dismissal claims are more directly grounded in common law principles regarding the duty of notice and fair treatment in termination.