The employee, Jenna Wood, worked as a Human Resources Assistant, employed at SatCom, a telemarketing company. Her job description included reviewing employment applications, maintaining and updating employee records, performing reference and background checks, evaluating selection and placement techniques, and completing paperwork to comply with government guidelines and timelines. She seems, however, to love legal research and made a number of claims to her superiors that the company was in violation of state and Federal law for, among other things, not having a proper direct deposit plan, workplace practices that disparately impacted racial minorities, as well as other claims. She, however, had been previously told that the direct deposit policy, or other illegal activities, had been reviewed with the attorneys and that the company was in fine shape. She, however, persisted and was first of all suspended for a week. Upon returning, she was put on an action plan, which required her to submit a daily work plan and an end-of-day summary to her supervisor, and most important to comply with management directives in a professional manner. Moreover, she was required to present all correspondence to a specific person prior to sending, and make any direct complaints to the same person. She failed to meet these requirements, including specifically the reporting requirements, and was terminated. Her claim of retaliation was under state statutes and state common law, as well as Federal statutes, such as the FLSA. Although, obviously, a temporal connection was met, it was determined that much of her activity was part of her job and not protected activity. Some was protected activity, however, and then the question turned to whether or not the reason for her termination was a legitimate, non-retaliatory reason? The Court had no difficulty in determining that insubordination and violation of an action plan are legitimate reasons for termination. Wood v. SatCom Marketing, LLC (D.C. Minn. 2012).