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Thank you for your follow-up, Ryan.
Here is the issue in a nutshell--in terms of having recourse, it has to be based in some way on factors that are prohibited under state or federal law. It is not, for example, illegal to terminate someone who disagrees with you, but it can violate the law if the reason for termination was due to age, gender, race, religion, national origin, creed, or disability if any. If you can somehow tie in any of those factors to an adverse action from work, then you would have a potential cause of action. But if you cannot, it is far harder to claim the termination would be wrongful since an employer can generally terminate without cause.
Hope that clarifies.
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