If the job performance of an employee is unsatisfactory, the employee will be notified of the deficiency and placed on a corrective action plan. If the employee's performance does not improve to a satisfactory level in the specified time period, termination will follow.
Pat acknowledged that he signed a document to show his understanding that the company observed employment at will with respect to discharge, but he believed the provision limited NewCorp's freedom to discharge him at will. Pat also stated that NewCorp's senior management was noticeably unfriendly after Pat had been vocal at a local school board meeting. His position on an issue in the meeting was unpopular, and although no one at the meeting identified Pat as a NewCorp employee, he believed this contributed to the decision to discharge him.
What liabilities and rights doNewCorp and Pat have in this situation? What legal principles, such as statutory or case law, support those liabilities and rights?