write a short response and ask a question to this: explain whether you agree or disagree with their assessment of the employer's actions. In the United States, most employment is governed by the at-will doctrine, which gives employers broad authority to terminate employees without cause. As Rogers and Seaquist (2023) explain, "With an at-will contract, an employer can legally end the relationship with an employee at any time for any reason without giving the employee warning or a reason for the termination" (ch. 12.2). The Legal Information Institute (n.d.) further notes that at-will employment is the default, and therefore, most contracts do not explicitly mention it. Although this legal standard provides employers with flexibility, it also opens the door to potentially unjust dismissals. For example, in Montemuro v. Jim Thorpe Area School District (2024), a jury ruled in favor of Paul Montemuro, who was elected president of the school board but was later replaced. The district claimed his removal was valid under the at-will doctrine, but the supreme court of Pennsylvania found he had a property interest in his role and was entitled to due process under the Fourteenth Amendment. In my own experience, I saw a coworker fired without cause. Although the employer was legally shielded by at-will clauses, the termination caused uncertainty and mistrust among the employees. This demonstrates the conflict between moral obligation and legal permissibility. Although at-will employment gives employers a lot of latitude, it also necessitates careful thought to maintain equity and s