Effie Stovall McFarlands supervisor told the staff to take the residents for a

Effie stovall mcfarlands supervisor told the staff to

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manager, was responsible for coordinating and conducting activities for the residents. Effie Stovall, McFarland's supervisor, told the staff to take the residents for a walk. The temperature was 95 degrees. Someone complained to the state licensing board. An inspector contacted McFarland, who immediately told   Stovall.   Mary   Dunmoyer,   Magnolia’s   executive   director,   had   Stovall   discharge   McFarland   for “sabotage.” McFarland filed a suit in a federal district court against Virginia Retirement Services, Dunmoyer, and other individual defendants, alleging wrongful discharge. The individual defendants, who were members, managers, or agents of Magnolia, filed a motion to be dismissed from the suit? The court dismissed the individual defendants, except Dunmoyer, because they were not alleged to have personally participated in her discharge. “Since Defendant Magnolia is a limited liability company, its members, managers, and agents can have no personal obligation for any liabilities of Magnolia ‘solely’ by virtue of their positions as members, managers, or agents of the LLC, even when such liability arises from a tort.” But a “wrongful discharge claim [can] proceed against those officers or agents of a company who have played a key role in contributing to the company's tortious conduct.”
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224           INSTRUCTOR’S MANUAL TO ACCOMPANY  BUSINESS LAW , ELEVENTH EDITION  .................................................................................................................................................. Notes and Questions McFarland was an at-will employee, which meant that Magnolia could terminate her for any reason at any time. Virginia recognizes an exception to the at-will doctrine “where an employer violated a policy enabling the exercise of an employee's statutorily created right.”  Do Virginia statutes require certain professionals to report instances of abuse, neglect, or exploitation of aged or incapacitated adults?  Yes.  Would it be a violation of public policy for an employer to discharge an employee who follows this statute?  Yes. In this case, it seemed clear that under the statute McFarland was a “mandated reporter.” The defendants argued that she was never prohibited from reporting any matters that she believed to be abuse. The court held, however, that McFarland “must prove that the employer violated a policy enabling the exercise of an employee's statutorily created right, not that the employer must actually prevent the employee from exercising the statutorily created right. .  . . In response to an inquiry about suspected abuse or neglect by a state investigator, McFarland reported what she knew .  .  . and now alleges that she was fired for doing so. .  .  .
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