[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.
-Does Monique have a valid claim for wrongful discharge under the public policy exception?

A) No, states do not recognize a public policy exception that would permit employees to sue for wrongful discharge.
B) No, although most states recognize a public policy exception that would permit employees to sue for wrongful discharge, there was no public policy violation.
C) No, although most states recognize a public policy exception that would permit employees to sue for wrongful discharge, jury duty is not a protected activity.
D) Yes, she can claim that she was wrongfully terminated because of her jury duty.
E) Yes, she can claim that she was wrongfully terminated for whistle-blowing.