*please answer questions 1, question 2 and question 3*

READ THE ASSIGNMENT REQUIREMENTS CAREFULLY! Under the employment-at-will doctrine, an employer may terminate an employee for any reason, without cause unless that termination is prohibited by an employment contract (including a collective bargaining agreement), public policy or state or federal employment discrimination, or other laws. 1. Post one factual scenario in which an employer terminates an employment-at-will employee without becoming subject to a wrongful discharge action by the employee. In this scenario, assume that the employee is an exemplary performer and has done nothing in the course of doing his or her job contrary to company policy or rules prior to his or her termination. Also, assume that the employer is not downsizing, moving the company, eliminating the employee's position, or terminating the business as a reason for terminating the company policy or rules prior to his or her termination. Also, assume that the employer is not downsizing, moving the company, eliminating the employee's position, or terminating the business as a reason for terminating the employee. In short, NO CAUSE should be given for the employee's termination. 2. Post a second factual scenario, in which an employer terminates an employee that may subject the employer to a wrongful discharge action by the employee. You must then explain why the employment-at-will doctrine does not apply. 3. Indicate for the second scenario in which Florida state or federal court the terminated employee would bring the wrongful discharge action after an administrative review by the EEOC or Florida Human Relations Commission. After posting your scenarios, you must reply to the post of one other student with an analysis as to whether the posted scenarios of that student satisfied the legal concepts being explored or reviewed by the exercise