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

Essay

[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.
-Owen, the president of Safe Force, a company that provides security services, was very concerned about attempts at unionization. The union obtained a majority of authorization cards. At that point, Owen told all employees that they would be fired on the spot if they supported the union. His friend Victoria had told him that was the only way in which to proceed and that he should "nip union organization in the bud." The union lost the election and complained of Owen's practices to the NLRB. What, if anything, can the NLRB do once the union has lost the election?