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What Went Wrong

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Assignment 2: What Went Wrong?
Was the bank justified in terminating Darrell on the grounds of his prior embezzlement conviction? Explain.
Even though Darrell was convicted of embezzlement as a bank teller previously and spent time in jail, I believe in this instance the bank was not justified in terminating Darrell on the grounds of his prior embezzlement conviction. The two hiring persons from the bank did not communicate with each other about Darrell’s prior conviction on embezzlement so therefore he was hired by the bank with that conviction on his record giving him a second chance at doing the right thing. Most employees in the United States work "at will." That means an employer may choose to fire an employee at any time, for any reason, unless that reason is illegal. State and federal laws prohibit employers from relying on certain justifications for firing employees, such as discrimination or retaliation.
If an employee has an employment contract -- whether written or oral, express or implied -- that contract may limit an employer’s ability to terminate the employee. If an employment contract exists, you must treat the employee fairly and fire the employee only for "good cause." The Implied Covenant of Good Faith and Fair Dealing - A wrongful discharge suit based on the implied covenant of good faith and fair dealing usually is a contract claim (Mallard 2013).
Employment discrimination is protected under the 4th & 5th Amendment as well as Title VII of the Civil Rights Act of 1964 (Title VII); which prohibits employment discrimination based on race, color, religion, sex, national origin or group (Cornell University Law School).
Would the bank have grounds to terminate Darrell even if he had not been convicted of embezzlement? Explain.
Yes, I believe that the bank could have fired Darrell on the basis of sexual harassment even if he had not been

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