Comment by bigalo93

I will not review the legal literature because nowhere in my original comment was their mention of the law. I simply stated that this company did the right thing. I attempted to explain to you what I meant by this, but for some reason you insist upon throwing legal documentation and precedents at me. In my second comment I attempted to describe to you the law as I have observed it, but as I said my knowledge of specific laws and precedents is limited. Just because you use these in an argument does not make you right. The simple fact that I do not have time to research and make this my life is the problem here. I am certain that I could find a dozen cases in support of this company's actions. The law is never applied consistently, thus there must be at least one legal precedent in support of my view. I do admit that I will not waste my time to find it. I am both a student and employed. Additionally, you probably live in a large city that follows these rules. The place where I live is not quite as pretty and perfect. People here get fired for looking at there boss incorrectly. I'm not sure my boss's view of reality is even influenced by the EEOC compliance manual.

I do also acknowledge that I have not answered your questions. This is simply, as stated before, because I did not make this a legal statement and do not intend for it to be interpreted as such.

I am not sure why you feel that you need laws to tell you what is right and wrong. Personally, I have internalized my beliefs on morality. What this woman did, even if it wasn't legal justification for termination of employment, was not morally correct. If the laws told me I had to support bullying and public humiliation, I would not be a law abiding citizen.

Edited -To apply final statement.