[Wrongful Discharge] Monique Worked as an Administrative Assistant for B&B

Multiple Choice

[Wrongful Discharge] Monique worked as an administrative assistant for B&B Corporation. According to paragraph 16 of B&B's employee handbook's progressive discipline policy, an employee whose performance is unsatisfactory may be discharged if no improvement is shown within thirty days after receiving a written warning. Monique was having difficulty learning the software program required for her job. On July 1, she met with her supervisor, who told her that her performance needed improvement and gave her a written warning which referenced paragraph 16 of the employee handbook. Monique stayed up late each night trying to learn the new program. She was away from her job for one week for jury duty. On her return to work from jury duty on July 20, Monique was terminated for poor performance. Monique called B&B's Human Resources Department, but was told she has no case for wrongful discharge because she was an employee-at-will and can be terminated at any time for any reason.
-Are there any exceptions that allow an employee-at-will to sue for wrongful discharge?

A) Only the implied-contract exception.
B) Only the implied covenant of good faith and fair dealing exception.
C) The implied-contract exception and the public policy exception.
D) The implied-contract exception, the public policy exception, and the implied covenant of good faith and fair dealing exception.
E) An employee-at-will cannot sue for wrongful discharge.