Cengage Advantage Books: Business Law Today, The Essentials 10th Edition by Roger LeRoy Miller

تمرين 9

Exceptions to the Employment-at-Will Doctrine. Li Li worked for Packard Bioscience, and Mark Schmeizl was her supervisor. In March 2000, Schmeizl asked Li to call Packard's competitors, pretend to be a potential customer, and request "pricing information and literature." Li refused. She told Schmeizl that she thought the work was illegal and recommended that he contact Packard's legal department. Although a lawyer recommended against the practice, Schmeizl insisted that Li perform the calls. He then wrote negative performance reviews because she was unable to get the requested information when she called competitors and identified herself as a Packard employee. Li was terminated on Schmeizl's recommendation. Can Li bring a claim for wrongful discharge? Why or why not? [Li v. Canberra Industries, 134 Conn.App. 448, 39 A.3d 789 (2012)] (See pages 516-517.)