I tend to agree, but the following paragraphs suggest that had she not resigned she might have found herself on the wrong end of some sort of disciplinary proce

I tend to agree, but the following paragraphs suggest that had she not resigned she might have found herself on the wrong end of some sort of disciplinary process: > However, we believe the end of your employment should happen faster than your email reflects because certain aspects of the email you sent last night to non-management employees in the brain group reflect behavior that is inconsistent with the expectations of a Google manager. > As a result, we are accepting your resignation immediately, effective today. We will send your final paycheck to your address in Workday. When you return from your vacation, PeopleOps will reach out to you to coordinate the return of Google devices and assets. Her resignation certainly gave Google an easy out of all that hassle, but would I call this a firing? Perhaps not. If you're the employer you have to figure that if somebody's pissed off enough to (i) sue you whilst employed by you, (ii) write that kind of message to others working in their function or group, and (iii) now they've delivered an ultimatum you're unable or unwilling to meet, they're only going to cause more trouble if you make them work their notice period. If it were me in her boss's position I'd have got her out the door as fast as possible.