Florida is a right to work
state which means that a FL company can terminate an employee with or without cause. If a company is headquartered in Florida but has a few regional offices in other states, which state law governs the company's actions as to how they treat their employees? Can they treat their employees differently depending on the state law (whether that state is a right to work state or not)?
Also, this company has a documented Employee Handbook
(that all employees are to sign a notice confirming to have read and agree to abide to policies), and the company has Equal Employment Opportunity
obligations. If this company's Employee Handbook documents their process for performance evaluations that may include Performance Improvement Plan (PIP), and if an employee's job is terminated for cause and the employee did not get a performance evaluation nor was advised of any performance issues, nor was provided an opportunity to address/improve performance issues:
Being headquartered in FL and the employee reported to that FL location:
1) Is the company obligated to advise the employee the reasons for the job termination
; 2) If the company did not follow their PIP policy, did they violate their own policy and subject the employee to possible wrongful termination
3) If they did violate their own PIP policy, does the Employee Handbook govern the company's action above the FL right to work policy? In other words, which law governs the FL company's practices, their Employee Handbook or the FL right to work law?