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Post by andie on Nov 13, 2017 1:35:16 GMT
Actually, another employee used the N word several times in his social media not pretty shorty before this incident.
It was in his FB account.
And the employee who flagged it was the woman who was fired because that was part of her job.
This same company did not terminate this man.
They allowed him to clean up that part of his FB account and that was all there was to it.
So...no, you cannot assume you will be fired if you make this company look bad.
Oh...and the fact that he worked for this company was very evident in his FB account.
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Deleted
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Post by Deleted on Nov 13, 2017 1:51:43 GMT
You CAN assume you will be fired it you jeopardize the Company financially and since she flipped off the HEAD of the Government and her company relied on Government jobs it's pretty black and white. I honestly don't care about any of their facebook accounts. But I'm not going to keep repeating things that have already been said.
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Post by andie on Nov 13, 2017 2:52:52 GMT
Then due respect ...do not. But you are not the only other poster in this thread.
I started this thread and I know it has not been drilled down enough.
Some posters do not seem to have their eye on the proper ball in this case of employment law.
It has nothing to do with with what business this company is in.
This company could have been a glue factory and the outcome would have been the same if they chose.
Employment law is a specialty of law practice, just like intellectual practice law, constitutional law, maritime law, tax law, estate and probate law, etc.
Most people do not know very much about employment law.
www.bls.gov/opub/mlr/2001/01/art1full.pdf
" In legal terms,
though, since the last half of the 19th century,
employment in each of the United States has been
“at will,” or terminable by either the employer or
employee for any reason whatsoever. The employment-at-will
doctrine avows that, when an
employee does not have a written employment
contract and the term of employment is of indefinite
duration, the employer can terminate the
employee for good cause, bad cause, or no cause
at all.
This article focuses on the three major exceptions to the
employment-at-will doctrine, as developed in common law,
including recognition of these exceptions in the 50 States.
The exceptions principally address terminations that, although
they technically comply with the employment-at-will requirements,
do not seem just. The most widespread exception prevents
terminations for reasons that violate a State’s public
policy. Another widely recognized exception prohibits terminations
after an implied contract for employment has been
established; such a contract can be created through employer
representations of continued employment, in the form of either
oral assurances or expectations created by employer
handbooks, policies, or other written assurances. Finally, a
minority of States has read an implied covenant of good faith
and fair dealing into the employment relationship. The goodfaith
covenant has been interpreted in different ways, from
meaning that terminations must be for cause to meaning that
terminations cannot be made in bad faith or with malice intended.
Only six western States—Alaska, California, Idaho,
Nevada, Utah, and Wyoming—recognize all three of the major
exceptions.4 Three southern States—Florida, Georgia, and
Louisiana—and Rhode Island do not recognize any of the
three major exceptions to employment at wil
l".
In this case, where VA law controls only the first exception applies.
Read entire article at link.
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Deleted
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Post by Deleted on Nov 13, 2017 4:02:52 GMT
"Some posters do not seem to have their eye on the proper ball in this case of employment law."
And some posters don't need to be talked down to. But whatever, the horse is dead we can stop beating it
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Post by andie on Nov 13, 2017 4:42:12 GMT
"Some posters do not seem to have their eye on the proper ball in this case of employment law." And some posters don't need to be talked down to. But whatever, the horse is dead we can stop beating it I am not talking down to anyone, justbec. This incident, this issue has more layers then we had gotten to. Most people spend a great deal of their life working for a living for somebody else. Employment law governs many of the rights those people have and do not have in the US. You have no obligation to keep contributing to this thread. But you do not decide that a thread is over for everybody else. It is my understanding that if the admin or mod. does not want any more posts on a thread, than they can lock it. So assuming I am correct, only the admin or the mod. can decide a thread is over...and you are neither the admin of this forum or the mod of this forum. |
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Joey
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Post by Joey on Nov 13, 2017 7:10:42 GMT
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Deleted
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Post by Deleted on Nov 13, 2017 14:59:26 GMT
So assuming I am correct, only the admin or the mod. can decide a thread is over...and you are neither the admin of this forum or the mod of this forum. I did not decide the thread was over. I simply meant I was not going to continue repeating the same thing over and over in a different phrase for the sole purpose of posting. Nor do I need you telling me what the rules are and who are the mods and Admins here, because you are not one either. |
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🐴ginger
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Post by 🐴ginger on Nov 13, 2017 16:28:15 GMT
Thank you @justbec, I agree. I do not like rude behavior either..
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LadyPorthos
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Post by LadyPorthos on Nov 13, 2017 17:10:41 GMT
Sorry, andie, but that sure sounded to me like you were talking down to people. Not to mention you repeated, almost word for word, some of what I had said in my last response, which I didn't think was necessary. Nobody here needed a lesson on employment law, thanks just the same, we all understood that the company was in the right. This is the second time you've insinuated that some of us don't know as much as you and it's not appreciated. |
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Post by andie on Nov 14, 2017 17:48:10 GMT
Actually Joey does not feel the company is in the right so everybody does not agree with the comany.
Also...I am not a specialist in employment law so in fact everybody here including me can learn from this situation.
On another forum I am on, this incident is also being discussed and it has quite a lot of traction.
Also most of the posters feel the company is wrong on that forum.
So I am seeing a wide range of opinions on this incident.
In further news on this:
www.independent.co.uk/news/world/americas/juli-briskman-donald-trump-finger-bird-fired-government-contractor-fundraiser-money-a8051821.html
Juli Briskman: People raise $55,000 for a woman fired for giving Donald Trump the finger
"Supporters have raised £43,800 for the woman who was fired from her job after an image of her cycling past Donald Trump’s motorcade to give him the middle finger went viral.
Juli Briskman grabbed global headlines after a White House photographer snapped her cycling past President Trump’s convoy of cars as it departed the Trump National Golf Club in Virginia to bestow him with a one-finger salute.
The billionaire property developer’s motorcade overtook the 50-year-old but she managed to eventually catch up and flip President Trump the bird for a second time.
Last week, Ms Briskman announced she had been fired from her job at a government contractor Akima LCC where she worked in marketing and communications. She said that after the image surfaced her bosses informed her she had breached the company’s social media policy because she made the photo her profile picture.".
Read rest at link.
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Post by andie on Nov 15, 2017 7:10:24 GMT
I have decided to lock this thread for now.
If I see something warrants it, I will unlock it.
andie
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