{"id":25,"count":1,"description":"

\"Court<\/h3>\r\n

WRONGFUL TERMINATION (WA STATE)<\/h3>\r\nWrongful termination in violation of public policy is an exception to the \"at-will\" doctrine in Washington State.\r\n\r\nWashington has been an \u201cat-will\u201d employment state since at least 1928. See Ford v. Trendwest Resorts, Inc.<\/em>, 146 Wn.2d 146, 152, 43 P.3d 1223 (Wash. 2002) (referencing Davidson v. Mackall-Paine Veneer Co.<\/em>, 149 Wash. 685, 688, 271 P. 878 (1928); see also Prescott v. Puget Sound Bridge & Dredging Co.<\/em>, 40 Wash. 354, 357, 82 P. 606 (1905) (Mount, C.J., dissenting<\/em>) (\u201cwhere [an employment] contract is general and for an indefinite time, it is terminable at will.\u201d)).\r\n

IMPORTANT: The information contained on this page is for informational purposes only and is based upon my point of view. Due to the rapidly changing nature of the law, we make no warranty or guarantee concerning the accuracy or reliability of the content in this article. No content on this site, regardless of date, should ever be used as a substitute for direct legal advice from your attorney. Please review our Disclaimer \/ Terms of Use \/ Privacy Policy<\/a> before proceeding.\u00a0<\/span><\/em><\/p>\r\nAccording to this doctrine, an employer can discharge an at-will employee for no cause, good cause or even cause morally wrong without fear of liability. See id.<\/em>, 43 P.3d 1223 (citing Thompson v. St. Regis Paper Co.<\/em>, 102 Wash.2d 219, 226, 685 P.2d 1081 (1984)) (internal quotations omitted). Conversely, an employee has the absolute right to quit his or her employment at-will. See id.<\/em>, 43 P.3d 1223.\r\n\r\nHowever, there are three recognized exceptions to that general at-will employment rule: (1) The Statutory Exception; (2) The Judicial Exception and; (3) The Contractual Exception.\r\n

THE JUDICIAL EXCEPTION: WRONGFUL TERMINATION IN VIOLATION OF PUBLIC POLICY<\/h3>\r\nWashington courts have recognized a narrow public policy exception to an employer\u2019s right to discharge an employee; this exception is commonly known as \u201cwrongful termination in violation of public policy.\u201d Id.<\/em>, 43 P.3d 1223 (referencing Smith v. Bates Technical Coll.<\/em>, 139 Wash.2d 793, 991 P.2d 1135 (2000) (public policy exception to \u201cfor-cause\u201d employees); Gardner v. Loomis Armored, Inc.<\/em>, 128 Wash.2d 931, 913 P.2d 377 (1996) (discharge of armored truck driver who abandoned post to prevent murder violated public policy)).\r\n\r\nUnder this exception, an employer does not have the right to discharge an employee when the termination would frustrate a clear manifestation of public policy. Id.<\/em>, 43 P.3d 1223. By recognizing this public policy exception, Washington State Supreme Court has expressed its unwillingness to shield an employer\u2019s action which otherwise frustrates a clear manifestation of public policy. See id.<\/em> at 154, 43 P.3d 1223.\r\n\r\nIn Washington State, there are typically two ways to prove the tort of wrongful termination in violation of public policy: (1) via the Four-Scenarios Framework; and (2) via the Perritt Framework.\r\n

THE FOUR-SCENARIOS LIMITATION<\/h3>\r\n\"In Thompson v. St. Regis Paper Co.<\/em>, ... [the Washington State Supreme Court] adopted the tort of wrongful discharge in violation of public policy as a narrow exception to the at-will doctrine.\" Martin v. Gonzaga University<\/em>, 425 P.3d 837, 842-43, 191 Wn.2d 712 (Wash. 2018) (citing Thompson<\/em>, 102 Wn.2d 219, 232-33, 685 P.2d 1081 (1984)).\r\n\r\n\"[This tort] has generally been limited to four scenarios:\r\n

[1] where employees are fired for refusing to commit an illegal act;<\/p>\r\n

[2] where employees are fired for performing a public duty or obligation, such as serving jury duty;<\/p>\r\n

[3] where employees are fired for exercising a legal right or privilege, such as filing workers' compensation claims; and<\/p>\r\n

[4] where employees are fired in retaliation for reporting employer misconduct, i.e., whistle-blowing.\"<\/p>\r\nId.<\/em>, 191 Wn.2d 712 (citing Gardner v. Loomis Armored, Inc.<\/em>, 128 Wn.2d 931, 936, 913 P.2d 377 (1996)) (internal citations and quotations marks omitted).\r\n

THE FOUR-SCENARIOS FRAMEWORK<\/h3>\r\n\"The elements of wrongful termination in violation of public policy were set forth in Thompson<\/em> and refined in Wilmot [v. Kaiser Aluminum & Chemical Corp.<\/em>, 118 Wn.2d 46, 821 P.2d 18 (1991),]\" as follows[:]\r\n

[1] First, ... [the plaintiff] has the burden to show that his discharge may have been motivated by reasons that contravene a clear mandate of public policy ... [;]<\/p>\r\n

[2] Second[,] ... [t]he plaintiff [is required] to show that the public-policy-linked conduct was a significant factor in the decision to discharge the worker[:]<\/p>\r\n

[a] [t]he plaintiff must first establish a prima facie case by producing evidence that the public-policy-linked conduct was a cause of the firing, and may do so by circumstantial evidence[;]<\/p>\r\n

[b] [i]f the plaintiff succeeds in presenting a prima facie case, the burden then shifts to the employer to articulate a legitimate nonpretextual nonretaliatory reason for the discharge ... [;]<\/p>\r\n

[c] [i]f the employer articulates such a reason, the burden shifts back to the plaintiff either to show that the reason is pretextual, or by showing that although the employer's stated reason is legitimate, the [public-policy-linked conduct] was nevertheless a substantial factor motivating the employer to discharge the worker.\"<\/p>\r\nMartin<\/em>, 425 P.3d at 843, 191 Wn.2d 712 (internal citations and quotation marks omitted).\r\n

THE PERRITT FRAMEWORK<\/h3>\r\n\"In Gardner<\/em>, ... [the Washington State Supreme Court] adopted a four-part framework based on a treatise written by Henry Perritt to resolve a wrongful discharge suit that did not fit neatly into one of those four recognized ... [scenarios].\" Id.<\/em>, 191 Wn.2d 712 (citing Gardner<\/em>, 128 Wn.2d at 941, 913 P.2d 377 (citing<\/em> HENRY H. PERRITT JR., WORKPLACE TORTS: RIGHTS AND LIABILITIES (1991))) (emphasis added).\r\n\r\n\"The Perritt<\/em> test has four factors:\r\n

(1) The plaintiffs must prove the existence of a clear public policy (the clarity element).<\/p>\r\n

(2) The plaintiffs must prove that discouraging the conduct in which they engaged would jeopardize the public policy (the jeopardy element).<\/p>\r\n

(3) The plaintiffs must prove that the public-policy-linked conduct caused the dismissal (the causation element).<\/p>\r\n

(4) The defendant must not be able to offer an overriding justification for the dismissal (the absence of justification element).\"<\/p>\r\nId. (internal citations and quotation marks omitted).\r\n

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