Tina just landed her dream job as a paralegal in the Wal-Mart Corporation's General Counsel's office, assisting with contracts. Specifically, she works in the General Counsel's office that reviews contracts between Wal-Mart and manufaturers in Mexico and Central America. Tina is a new paralegal and has no experience but is excited to work in a fast-paced corporate legal environment.

#10. Tina is now also reviewing reasonable accommodation requests. The first one she reviews is a request from an employee experiencing foot pain while standing at the checkout lane all day. The employee is requesting the permanent use of a stool while working at the checkout lane and that for every hour she works, she is provided a paid hour of break time to let her foot pain subside. Tina's managing attorney has not seen the request yet, and Tina needs to provide a recommendation to the attorney as to whether the employee's request should be granted or denied. What is your recommendation to the attorney regarding this employee's reasonable accommodation request? #11. Tina is reviewing the recent termination of an employee at a Wal-Mart store after the employee filed a labor complaint with the employee's state labor commission. The termination notice to the employee does not provide a reason for the termination aside from that it was termination for cause. Internal Wal-Mart records indicate the employee was terminated due to repeatedly being late to work, having a negative attitude, expressing political opinions at work, being slow at work, and frequently being found behind the building smoking when the employee was supposed to be working. The employee is not a union member and is not under an employment contract. The employee's complaint to the state labor commission is that Wal-Mart terminated his employment because they did not like his political positions and that Wal-Mart violated his first amendment rights. Explain to the supervising attorney whether Wal-Mart was legally within its rights to terminate the employee.