Reference - Law, Liability and Ethics for Medical Office Professional Chapter1 The Big Business of Health Care and You Case study 1. Joan Leikvold was hired by Valley View Community Hospital as an operating room supervisor in 1972. She did not have a contract for a specific duration, nor was she told that the hospital would not dis- charge her except for cause. She was provided with a policy manual and told that the policies were to be followed in her employment relationship with the hospital. In 1978, she became the director of nursing. In October 1979, she requested a transfer back to her former position in the operating room. The chief executive officer (CEO) felt that it was inadvisable for someone who had been in a managerial position to take a subordinate position. Leikvold withdrew the transfer request but was subsequently fired. Her personnel record indicated "insubordination" as the reason for discharge. Leikvold was an at-will employee. At-will means that there is a contract made for an indefinite duration and either party, employer or employee, may terminate the contract at any time for any reason, or without reason, provided the reason is not discriminatory. Can the CEO fire Leikvold? 2. Plaintiff Raymond Vadnais alleged that, in 1986, he visited [a physician] at Beth Israel Hospital's ear, nose, and throat clinic complaining of ear pain. After antibiotics failed to relieve the pain, [the physician] recommended surgery. However, after [the physician] learned that the plaintiff was infected with HIV, he refused to perform the operation. Should the physician be required to perform the operation