Originally Posted by disaacks3
You'd have to show that someone "bugged" somebody.
You'd also need to show how this has led to the company losing business elsewhere / previously.
You'd also need to show that no other entities approached said athlete for pictures in the same setting.
You'd still be liable for claims if your existing policy suffered selective enforcement, when it regarded an off-duty employee, especially an hourly one.
"At will" is great, until you open your big mouth and say WHY the employee was let go.
Are you in labor law? You seem to be pretty sure of yourself but I'm not sure I agree with your opinion