In Dorshkind V

In Dorshkind v. Oak Park Place of Dubuque II , Dorshkind claimed a wrongful discharge maintaining that her report of the wrongdoing of other employees fell within the public policy exception to employment at will, so that she should not have been terminated from her employment. The court ruled:

A) for the employer, finding that the other employees had not engaged in wrongdoing
B) for the employer, finding that, although the other employees had engaged in wrongdoing, that did not create a public policy exception for Dorshkind
C) for the employee, Dorshkind, because, although there was no public policy exception for reporting the wrongdoing of others in this situation, Dorshkind did not commit any wrongdoing, and so could not be fired
D) for Dorshkind, finding that a public policy exception existed which precluded her firing for reporting the wrongdoing of her coworkers