What best explains Yvonne's wrongful discharge from her company?

The best explanation for Yvonne's wrongful discharge centers around her membership in a protected class. In employment law, protected classes refer to groups of individuals who are safeguarded from discrimination based on characteristics such as race, gender, age, religion, disability, and national origin, among others. If Yvonne was discharged primarily because she belongs to a protected class, this could constitute wrongful termination as it violates anti-discrimination laws.

The significance of being a member of a protected class means that an employer cannot legally terminate an employee based on discriminatory reasons associated with that identity. If it can be proven that Yvonne's dismissal was influenced by her status in a protected class, she may have grounds for a wrongful discharge claim.

It’s important to note that the other scenarios outlined could potentially relate to valid reasons for termination. For instance, refusal to work overtime could be a legitimate reason for dismissal if the job requires overtime and the employee is aware of that expectation. Similarly, failing a probationary period can be a standard practice as it serves as an evaluation period for new hires. Violating company policy is also typically grounds for termination if the employee was aware of the policies they were expected to adhere to. However, these factors do not align with the concept of wrongful discharge