Reference no: EM131732365
Marvin was employed as a teacher for a privately owned school in Katy, TX which employs 7 full-time and 7 part-time staff. On June 21, 2013, his acting immediate supervisor, Margaret, asked him to drive a van of preschool children to the Children's Museum for a scheduled field trip. Marvin informed Margaret that he did not have the requisite Class C Texas Commercial Driver's license necessary to drive a school bus or van. Margaret asked Marvin if he knew how to drive a van. He replied yes. She then told Marvin that he had a choice, he could either drive the kids to the museum or he could drive himself home and not come back.
When Marvin told her that it was against the law for him to drive the students to the museum, Margaret repeated her demand. When he still refused, Margaret said, "It looks like somebody is going home."
When Marvin appeared at work the following day, a new teacher was in his classroom. When he approached the owner, Lynn, he was told he did not work there anymore. Marvin claimed he was wrongfully terminated, to which Lynn replied he was terminated for insubordination. "Besides," she said, "you are an at-will employee." On June 26, 2013, after filing an internal complaint, the complaining party resigned from his employment and went directly to the EEOC.
a. Does Marvin have a Title VII complaint? Why?
b. Does Marvin have any legal recourses against his employment-at-will status?