In the case of petitioner ExtremeNet versus respondent Allen Lopez, this case occurred in the State of Georgia in which At Will Employment Law applies. Respondent is making a counter claim.
The respondent had worked for the petitioner for seven years in a middle-management position. The respondent found the position rewarding and was well paid. The petitioner struggled to manage the effects of an economic downward spiral; therefore, some employees were laid off and new personnel policies were implemented. The respondent became frustrated with the alleged unfair treatment of lower-level employees and created and published a critical website speaking against the management practices and the discrimination of a fictional company that had astonishing similarities to the petitioner. The website gained publicity from the media and high-tech websites. The petitioner held a meeting with the executives to decide whether the respondent should be fired and whether legal action need to be taken to have the respondent’s website removed for the internet. The petitioner and the respondent have agreed to have their case resolved in arbitration and will adhere to the ruling handed down. …show more content…
The respondent cannot be legally fired for opposing or disliking the alleged unlawful employment practices. Title VII of the Civil Rights Act of 1964: “This law makes it illegal to discriminate against someone on the basis of race, color, religion national origin, or sex” (U.S. Equal Employment Opportunity Commission, n.d., para. 1). Private sector employees do not have First Amendment Right protection from retaliation nor does the freedom of speech apply (Workforce Fairness,
The respondent had worked for the petitioner for seven years in a middle-management position. The respondent found the position rewarding and was well paid. The petitioner struggled to manage the effects of an economic downward spiral; therefore, some employees were laid off and new personnel policies were implemented. The respondent became frustrated with the alleged unfair treatment of lower-level employees and created and published a critical website speaking against the management practices and the discrimination of a fictional company that had astonishing similarities to the petitioner. The website gained publicity from the media and high-tech websites. The petitioner held a meeting with the executives to decide whether the respondent should be fired and whether legal action need to be taken to have the respondent’s website removed for the internet. The petitioner and the respondent have agreed to have their case resolved in arbitration and will adhere to the ruling handed down. …show more content…
The respondent cannot be legally fired for opposing or disliking the alleged unlawful employment practices. Title VII of the Civil Rights Act of 1964: “This law makes it illegal to discriminate against someone on the basis of race, color, religion national origin, or sex” (U.S. Equal Employment Opportunity Commission, n.d., para. 1). Private sector employees do not have First Amendment Right protection from retaliation nor does the freedom of speech apply (Workforce Fairness,