New York Law (NYLE) Practice Exam

The likelihood of succeeding in a wrongful discharge claim in this scenario hinges on the nature of the employment relationship, particularly whether the employee is considered an at-will employee. In New York, employment is generally presumed to be at-will, which means that either the employer or the employee can terminate the employment for any reason, as long as the reason is not illegal.

In this case, firing an employee for being late one time, regardless of their long-term employment history, would generally fall within the employer's rights under at-will employment principles. The employer is not required to provide a justification for termination unless the termination violates statutory protections or public policy. Since there is no indication of any illegal reasons for the termination (such as discrimination, retaliation, or violation of an employment contract), the employee's chances of succeeding in a wrongful discharge claim are quite low.

The other options suggest different interpretations of the situation that do not align with the prevailing legal standards for at-will employment. The focus on the length of employment, personal circumstances of the supervisor, or the specifics of being late do not negate the fundamental principle that an at-will employee can be terminated for almost any reason that isn’t illegal. Therefore, understanding the at-will employment doctrine is crucial