With initial cost of deployment being the biggest obstacle to nuclear, I’m not sure it will ever be the best green option for developing countries.
This is doubly true since it’s lifetime cost-per-kwh is much higher than that of solar.
You’re not wrong, but I’ve also worked at companies that successfully contested unemployment claims. It can depend by state, but “it was entirely this person’s fault” is a bad start. Employers win about 30% of contested claims, and then about 15-20% of appeals (#1 cause for an employer losing a contested claim or an appeal appears to be withdrawing or not showing up for it). (Some numbers)
And the main reason employers lose when they show up is lack of preparation. In a case like the above, if they can show a policy (preferably one signed by her) that directly forbids her onlyfans account, they probably have a pretty good case to shut her down.
That said, they’re very unlikely to waste their time and money to fight it. Ultimately (as my current employer’s HR put it) “it’s just a cost of doing business” and a waste of money to pursue.
She was terminated “for cause”. To get unemployment, she’s likely to have to fight for it. She’s likely to win, but it’s not a free thing.
Simple answer. Most of us (and most of the world) thinks At-Will employment is barbaric.
It is entirely reasonable to require some substantive effect to warrent termination, even if that substantive effect is not directly the teacher’s fault. Her having an onlyfans account, not grounds for firing. Her onlyfans account passed around by students? Grounds for termination.
There’s a (not so new) trend in the US for companies to crack down on side gigs. Yes, sex work is a politically charged side-gig, but we shouldn’t ever be supporting a company’s right to fire people having side-gigs without a very good reason. So long as your side-gig never encroaches into your day job in any real (not hypothetical) way, there really isn’t a good reason.
At Will employment. “In a meme” is not a protected class, and a reasonable bank employee could see her meme-attachment having a detrimental effect on business (you don’t have to be in your reasons for firing someone as long as those reasons aren’t protected or being used to hide that you’re firing them for a protected reason). I’d guess she’d have no case in almost any state in the US with their lack of employee protections.
Solar is so much cheaper than Nuclear and the efficiency sway is so reasonable, it’s still the better option in non-ideal circumstances.