You're quibbling over semantics... at will employment -- the employer has the power or "right" to terminate an employee at any time, for any reason, barring discrimination based on racial, ethnic, national and/or religious beliefs.
You mention suspicion about the reason for firing Robertson being the basis for a lawsuit. What suspicion? The guy made anti-homosexual comments in multiple public interviews!
Dude, wth? Are you really this stubborn? Semantics is the law. The syntax of each word carries weight.
(Also, when you talk about rights it's constitutional specific, and their is no fundamental "right" to terminate an employee)
You're thinking about it from a perspective of constitutional issues and proof issues I think.
I'll try and break it down real quickly before I finish my coffee....
(1) In law there are burden hurdles to overcome for a plaintiff to first, bring suit and second keep the suit alive against against presumptions. Don't throw around "judge will throw the case out" movie lines, that is not how it works but close.
(2) obertson's can put together a relatively easy claim of action for religious discrimination in the workplace with what just happend and further use the past evidence (Roger Bacon posted) to corroborate their claim (this will be used as circumstantial evidence and evidence to prove intent, motive, a common scheme and plan)
(3) If you still believe in your own law, please read up on United States employement law for those that wish to have employees work for them in a private business setting, "Employer is liable to employee for disparate treatment motivated by religion-based animus, disparate impact of employment practices, and failure to offer reasonable accommodation of employee's religious practice."
(4)
(Let's go back to where I said suspicion and you mocked that) Understand it's not what you know, but what you can prove when dealing with law issues (back to the top on evidentiary burden hurdles)
Example:
You get fired because you're a virgin and talk about it at work. You work at a sex shop, lol. Employeer doesn't like that you wear a band that symbolizes your virginity and that you attend church on a weekly basis and commented to a sex magazine on how the bible says it's best to abstain from sex. You're fired.
You then hire a lawyer. The lawyer will put together and present a prima facie case where he sues your employeer sex shop, at that point the burden shifts to the defendant (sex shop) to articulate a legitimate and nondiscriminatory reason for the adverse employment action (he claims cause you would jerk it in the bathroom on your break) so if he meets this burden the then burden shifts back to you and you must show that the defendant's proffered reason is a pretext for discrimination.
So don't think that you need concrete proof to file a claim there is rarely concrete proof or a smoking gun. My point is if something happens to you or you feel wronged their is a remedy for you in some niche area of the vast law arena.
