Final answer:
To determine if Joe's termination was justified, we must consider employment laws and the specific reasons for his firing, particularly in light of protections against discriminatory dismissals as set out by Title VII and highlighted by cases such as Bostock v. Clayton County.
Step-by-step explanation:
Whether Joe was fired for just cause and if his termination of employment was justified would depend on the specifics of his case, which must be assessed according to employment laws and the context of his actions. In the case of employment discrimination, such as the ones involving a Black woman teacher, Jordan's lawsuit on civil rights grounds, or the firing of an employee for being gay, the justification for dismissal must be within the bounds of the law. Legislations like Title VII of the Civil Rights Act of 1964 and recent court decisions including Bostock v. Clayton County, Georgia protect employees from discrimination based on race, gender, sexual orientation, and gender identity.
An employee's termination might be justified if it is based on performance, conduct, company downsizing, or other non-discriminatory reasons. However, it would not be justified if the termination is a result of discrimination or violation of employee rights. Factors such as the concept of employment-at-will and its limitations, as discussed by Tara J. Radin and Patricia H. Werhane, are also crucial in determining the justification of employment termination.