See, e.g., Fortune v. National Cash Register Co., 364 N.E.2d 1251, 1257 (Mass. 1977) (bad faith termination to prevent salesperson from obtaining earned commission actionable under breach of implied covenant of good faith and fair dealing). In rejecting this theory, we note that at-will employees are not without remedies for wrongful termination. In addition to statutory protections such as Vermont’s Fair Employment Practices Act (VFEPA), 21 V.S.A. § 495, relief may be had under several common law theories. See Taylor, 161 Vt. at 464-65, 652 A.2d at 471 (employee handbook may unilaterally modify employment relationship); Foote, 158 Vt. at 571, 613 A.2d at 1279-80 (promissory estoppel may modify employment contract otherwise terminable at will); Payne, 147 Vt. at 491, 520 A.2d at 588 (<HOLDING>). Plaintiff next asserts violations of VFEPA.
recognizing the public interest exception recognizing three exceptions to atwill doctrine holding that an employee could maintain a claim for constructive discharge in violation of virginias public policy exception to the employment atwill doctrine recognizing public policy exception to atwill doctrine recognizing narrow whistleblower exception to the atwill doctrine