Agreed with the other answers. The legal default for termination is "employment at will", which says all terminations are legal unless/until you can find an actual law being violated. There is no legal burden of proof on the employer to show that the termination was legal. Instead the legal burden of proof is on the employee to show that an actual law was violated. And agreed that there is no legal requirement that you be sent to a class or that the handbook say whatever it is you think is says. Now if the world's stupidest's person wrote your handbook and says something like "you are not subject to employment at will, you can only be terminated for cause, and hitting on customers is not causes", then take a copy of the handbook to review, because it really requires all of those elements to negate "at will" employment. But without seeing the handbook, I like the employers case much better then yours based solely on what YOU have said so far.
Feel free to wiki "at will employment" and "wrongful termination" but you will not like those answers any better.

