Li Li worked for Packard Bioscience, and Mark Schmeizl was

her supervisor. Schmeizl told Li to call Packard$$s competi$-$

tors, pretend to be a potential customer, and request $$pricing

information and literature.$$ Li refused to perform the assign$-$

ment. She told Schmeizl that she thought the work was illegal

and recommended that he contact Packard$$s legal depart$-$

ment. Although a lawyer recommended against the practice,

Schmeizl insisted that Li perform the calls. Moreover, he later

wrote negative performance reviews because she was unable

to get the requested information when she called competitors

and identified herself as a Packard employee. Several months

later, Li was terminated on Schmeizl$$s recommendation. Can

Li bring a claim for wrongful discharge? Why or why not?

$[$Li Li v$.$ Canberra Industries, $134$ Conn.App. $448,39$ A$\mathrm{.}3$d

$789(2012)]($See Employment at Will.$)$