Abbie Haneef works as a secretary at Building Co, a large construction company that specializes in government contracts. Abbie is in charge of reviewing the invoices that Building Co sends to the state of Vermont regarding the construction of a new facility for the state's department of transportation. Abbie discovers that Building Co managers have been illegally overcharging the costs of time and materials in their invoices to state officials. Abbie tells her co-worker Zuki Mori about the overcharges during a lunch break and suggests that they should be fixed. Two weeks later, Abbie is abruptly fired by her immediate supervisor. Assuming that her termination was because of her disclosures to Zuki, did Building Co legally terminate Abbie? Employment at will ......... give employers broad discretion to hire and fire their employees and .......... employers to give an employee sufficient notice before the employee is discharged. The most common exception to the employment at will doctrine is the exception based upon ....... The public policy exception ...... apply to an employee discharged for whistleblowing. Abbie ........ speak about illegal activities by her employer. Abbie ...... report her findings of illegal overbilling to government authorities, upper-level managers, or the media. Abbie ...... a whistleblower under the law because she ....... Building Co ....... legally fire Abbie in this case. What If the Facts Were Different? Assume now that Abbie reported her findings to the local television news. Abbie ........ met the legal requirement of a whistleblower because she .........The fact that Abbie is an employee at will ........ impact the legality of the decision. Abbie can seek redress based on grounds of ....... Building Co executives should have select answer when they learned of the overbilling from Abbie.