To what extent employment-at-will is an issue in discipline cases in nonunion companies? To what extent is

Question:

To what extent employment-at-will is an issue in discipline cases in nonunion companies? To what extent is it an issue in unionized companies? Based on your research, what advice do you have for managers? What advice do you have for lawmakers (i.e., to what extent should employment-at-will be relevant for employee discipline)?