Do you have any example of where a state labor dept. or court applied your logic to a closely matching situation in a sustainable/unambiguous way (meaning it wasn’t overturned on appeal or settled)?
I ask because in your many comments all you’re doing is stating a hypothetical complaint that sounds plausible but I, as well as many others evidently, think would not have legs, ultimately. I can think of several examples in my career where employees have been fired for disruptive behavior or being a negative influence on morale - well within an employer’s rights. Those examples seem to line up more closely with this example at SpaceX than actual workplace conditions complaints I’ve seen.
I mean, props to you for going to the mat on this, but it’s past time you provide some evidence of your logic carrying the day in a real world example. Otherwise you’re just proposing wishful thinking as reasoning.
I ask because in your many comments all you’re doing is stating a hypothetical complaint that sounds plausible but I, as well as many others evidently, think would not have legs, ultimately. I can think of several examples in my career where employees have been fired for disruptive behavior or being a negative influence on morale - well within an employer’s rights. Those examples seem to line up more closely with this example at SpaceX than actual workplace conditions complaints I’ve seen.
I mean, props to you for going to the mat on this, but it’s past time you provide some evidence of your logic carrying the day in a real world example. Otherwise you’re just proposing wishful thinking as reasoning.