An employee of a large retailer complained to his employer that monetary credits were being issued to customers without receipt of proper documentation. In his view, this increased the chances that the company would overpay credits to customers who did not return goods. He also claimed that money was knowingly being withheld from contract customers through a practice of under-issuing credits. This arguably raised the risk of inaccurate accounting, with company revenues being overstated and customers not getting full refunds. Lastly, he claimed that a practice of canceling and reissuing pick-up orders could permit couriers to overbill the company, reducing its profits. After a series of meetings in which the employee’s contentions were discussed, the employee was terminated. When he was told of the termination, the manager stated that the employee was “looking for perfection in an imperfect process” and that he was disruptive. Company documents listed the reason for termination as “inability to perform job.” Supervisors testified that they had found the employee to be difficult to deal with because he was confrontational, held strong views, and asked too many questions. Was the employee wrongfully terminated for whistleblowing? Why or why not?