We're being pedantic here of course, Google has a wonderful mandatory training course called "Keeping it Legal" which our employee would have attended so that he could attest to that fact when he signed his personal copy of the code of conduct, and it would caution you against firing folks for reporting violations, however Random Worker here didn't report a violation, no, they played the 'labor law' card without ever having gone to a meeting where lunch was provided. And none of the mythical company behavior had any impact on their ability to take a 30 minute break. So really it what was happening here is that a mandatory meeting was called, and this employee decides to be rebellious (which is totally within their rights of course), and the company can sever their employment relationship with this person which is totally within their rights too.

No what Random User did was self-identify as someone who wasn't really signed on to this whole "The guy who pays you is the same guy who gets to put requirements out there which you have to follow to collect the pay." part of the equation which is where the 'at will' part of the law comes into play.

I realize that droithomme was just being snarky but if you're thinking about sending this kind of message to everyone in the company, even if it is in response to what you think of as a morale killing policy change, I would advise against it. That was the point I was trying and failing to make (and be clever at the same time, which perhaps is the root of the failure).

The "at will" statues are really broad, and as most employment lawyers will tell you, once you are actually suing the company you work for, you probably don't want to work there anyway, so just quit.

The bottom line is that if you feel compelled to threaten to unionize or quote labor law at your manager, you really should think about working somewhere else. Those are big warning flags that you are not a good fit for the company.