Consider the following scenario: You are the Human Resources Manager for the Big City Police Department (a governmental employer). A Sergeant with the Department comes to you because she wants to fire an officer who reports to her because that officer lost their temper with a citizen during a call. The Sergeant wants to know if it is acceptable to fire the officer. The officer is part of a union. What information do you need in order to advise the Sergeant? Why? (Note: specifically identify the law or legal risk assessing with the information that have been identified.) Assume that the officer was called in to speak with them about the incident. The Officer explained they have been having a hard time with a medication change for their anxiety and thinks this incident was related to his anxiety. How should this be considered in the employment decision? Explain. What training should supervisors be given, if any, relating to performance management and termination in order to mitigate legal risk of wrongful termination