a) Risks Caused by the Mishandled Situation Wrongful Termination Lawsuit: Even in an at-will employment state, the employee could claim wrongful termination if they believe the firing was unjust or based on false performance claims. The lack of documented performance issues and the abrupt termination could be grounds for a legal challenge. Reputational Damage: The mishandling of the termination process, especially if it becomes public or is shared on professional networks, could damage the company's reputation. This could make it harder to attract and retain top talent. Employee Morale and Trust: The way the termination was handled could lead to decreased morale and trust among remaining employees. They may feel insecure about their own job stability and question the fairness and transparency of the company's management practices. b) How the Termination Could Have Been Handled to Minimize Risk Documented Performance Reviews: The company should have conducted regular, documented performance reviews. This would provide a clear record of any performance issues and give the employee a chance to improve. Clear Communication: Before the termination, the employee should have been given clear, written feedback on their performance, including specific areas for improvement and a timeline for addressing these issues. Fair Process: The