Summarize the employment-at-will doctrine discussed in the text and then evaluate three (3) of the six (6) scenarios described by determining:
a. Whether you can legally fire the employee; include an assessment of any pertinent exceptions to the employment-at-will doctrine.
b. The primary actions(s) that you should take to limit liability and impact on operations; specify the ethical theory that best supports your decision.

According to the text the employment-at-will doctrine is a legal rule that developed in the nineteenth century, giving employers unfettered power to “dismiss their employees at will for good cause, for no cause, or even for cause morally wrong, without being thereby guilty of a legal wrong. Its legal underpinnings consisted mainly of “freedom of Contract,” the idea that individuals are free to choose how to dispose of what they own, including their labor, as they see fit, and that the voluntary contractual promise they make are legitimately enforceable. There are exceptions to the rule. Those include that employers are not allowed to use the at-will law to intimidate or coerce employees. This came about during the time of unions being formed in the mid 30s. The use of unions helped to protect employees from being fired. Other exceptions include civil rights laws. These laws protect individuals from being fired because of race, national origin, color, religion, sex, age, or disability. Thirdly, the exception is retaliation for employees that report wrong doing within the organizations. One of the major ones is Sarbanes-Oxley (SOX). The first scenario that I want to discuss is number 3. Bill has been using his company-issued BlackBerry to run his own business on the side. At this point I would venture to say that Bill is giving the employer a reason to fire him assuming that the company has rules surrounding use of company