Takeaway: This case highlights the various exceptions to at-will employment and the fact that there is often more than one avenue an employee can pursue upon termination against an employer if they believe such termination is unlawful. The case further emphasizes the importance of supervisory training and prompt, thorough responses to reports of misconduct, which are essential for reducing the risk of legal liability.
The Supreme Court of Mississippi reinstated a verdict in favor of the plaintiff, a former employee at a care facility who was terminated after reporting a resident’s injuries believed to be caused by a co-worker, affirming her protection under the McArn public policy exception to at-will employment. The case highlights how potential conflicts between statutory and common law are analyzed, emphasizing that in certain instances, the two can co-exist without disturbance of each other. As such, the decision serves as a warning to employers that employees may have various avenues of legal recourse if they are terminated after engaging in protected activity, even if procedural missteps are made along the way.
The plaintiff was employed at a long-term-care facility for individuals with intellectual and developmental disabilities. On March 16, 2017, the plaintiff discovered that a resident had visible bruises and black eyes and was told by the resident that another employee had inflicted the injuries. Following company policy, the plaintiff attempted to contact her...
The Trump administration’s fraud prosecution of the Southern Poverty Law Center is set for arraignment on Thursday afternoon. Ahead of the scheduled court appearance in Alabama, defense lawyers fo...