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I heard of a banker who was fired for fending off a bank robber, which was actually against company policy. Some companies require their employees to cooperate with the robber so that nobody, from the employee or employees to customers, are endangered. If an employee tries to fend off a robber, which does pose a threat to him or herself and the customers, a boss can terminate you from his or her employ. All of this is assuming that the OP isn't telling ALL the information about why he or she was terminated.

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We have a poster at my work with guidelines on how to handle a robbery. One of them is 'do not use weapons.' Using a bottle of wine as a weapon is proooobably not ok for a variety of reasons. Let's not overlook the fact that OP acted in a violent matter. I'm guessing the termination was more about OP's conduct than the value of the wine.

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There are rules that should only be enforced if something goes wrong. This is one example. If the individual responded that way and someone got hurt, then fire them if you're so inclined. If they responded that way and essentially saved the day they shouldn't be punished for it. Personally I find in intense situations like that there is very little thought that goes into an individuals actions, as such there really shouldn't be any repocussions for the actions that can be deemed an appropriate human response.

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So now that I've thought of it, number 8, what you're thinking of is an "at-will" type of employment. Right to work means that you cannot for any unlawful reason be terminated and become unemployed. If you are fired in a right to work state, there had better be solid well documented evidence. Firing without cause in a right to work state allows for the former employee to file a law suit.

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Except that by fighting with the robber, many employers would say you're putting yourself and other employees in way more danger than by just going along with everything.

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