Assuming this case pertains to the Li v. Canberra Industries, in the actual case

Question

Assuming this case pertains to the Li v. Canberra Industries, in the actual case Li lost the legal battle because she failed to prove that Schmeizl did not terminate her employment on the basis of her poor performance but for the fact she refused to undertake the action of illegally posing as potential customers and calling up the competitors to learn about their price information and other relevant literature.

However, if Li was terminated on Schmeizl’s recommendation for a wrongful discharge, then ideally she could claim the same, provided she has enough evidences to prove her stance in the Court of Law. Merely verbal statements could only result into accusing her Supervisor on a baseless foundation, however, if her claims are supported by proofs, then it becomes binding for the law to investigate upon the same. Hence, yes, she can claim wrongful discharge if she has evidence to back her claims otherwise, it is a lost battle if her Supervisor can prove her poor performance in the Organization otherwise.

Explanation / Answer

Li was terminated on Schmeizl recommendation. can li claim wrongful discharge? why or why not?

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