Angela is a 25-year employee of Acme Corporation. One Monday morning, she was unexpectedly summoned to the

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Angela is a 25-year employee of Acme Corporation. One Monday morning, she was unexpectedly summoned to the office of her supervisor, George. On her way to that office, Angela wondered if she was about to receive a long-anticipated promotion based on her impeccable performance reviews. To her surprise, George informed Angela that she was being terminated, and he refused to provide her an explanation for the decision. Angela was then escorted to her office to clean out her desk and then walked to her car. On the way home, Angela was still in shock but searched her mind for what led to her termination from the job she loved. She recalled that she filed a workers’ compensation claim ten years earlier for a workplace injury. She also recalled comments made about her race and gender made by her coworkers in her first two years of working for Acme. She complained about the comments to her supervisor, but nothing was done.

Reflecting on Acme’s company policies, Angela recalled that the company implemented a progressive disciplinary policy several years ago. The policy was included in the employee handbook and distributed to employees. Under that policy, Acme was required to give an oral or a written warning for certain offenses, depending on the relative severity of the offense. The employee would then be given an opportunity to correct their performance or behavior within a designated probation time-period to avoid termination of employment. During Angela’s meeting with George, George never mentioned the progressive discipline policy to her or explained why the policy was not being followed. Angela feels that Acme and George have treated her unfairly by not specifying the reason for her termination, and by not providing her progressive discipline pursuant to Acme’s progressive discipline policy. Next week, she plans to file a wrongful discharge complaint against Acme with the local branch of the Equal Employment Opportunity Commission, and if that does not successfully resolve his claim, Angela plans to file a wrongful discharge lawsuit against Acme. In answering these questions, assume that Angela does not belong to a union, nor does she have an employment contract with Acme. Provide your response in four paragraphs.

Paragraph 1: What is the most favorable legal doctrine Acme Corporation can rely on to support its decision to terminate Angela’s employment? Explain this legal doctrine.

Paragraph 2: What are the three legal exceptions Angela can use to support her wrongful discharge claim against Acme?

Paragraph 3: What specific evidence identified in the case can Angela use to prove the three legal exceptions supporting her wrongful discharge claim against Acme?

Paragraph 4: Which party is likely to prevail in this dispute—Angela or Acme Corporation? If Angela is likely to prevail, which of the three legal exceptions supporting a wrongful discharge claim is most likely applicable in this case? cite sources to support your answer.