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Running Head: DISCHARGE FOR OFF-DUTY BEHAVIOR 1
DISCHARGE FOR OFF-DUTY BEHAVIOR 3
Discharge for off-duty behavior
Professor’s name:
Student’s name:
Date:
Employee discharge of duty
The organization should have held their employee to a higher standard of personal conduct rather than firing him because his action was in good faith, and there is a reasonable belief that his action was not aimed at the opposed interest of the organization. This employee was believe that he hasn’t done anything wrong as this was conducted during his personal time. Although this employee's aim was not to ruin the company's reputation, the professional code of ethics in this organization still has to be used. This is what sets guidelines on how to respond to various issues. If the code of conduct in this organization dictates a firing penalty for this employee, then the employee’s original intentions would not be considered (Ruiz & Hummer, 2007).
Even though john’s intentions were not to ruin the organization's reputation, the purchase of X-rated videos and pornographic material is a precarious act and might cause actual ruining of reputation. This organization might have fired john with fear that this incident might reoccur one more time, leading to much more serious consequences. Considering the protection of the organization's reputation, john shouldn't have made the purchase because this is a hazardous activity for the business (the United States. National Labor Relations Board, 2012).
At the same time, the organization could have considered the fact that this is was just an employee trying to satisfy his needs during his off-duty, with no harmful intentions. An employee has a right to be given a second chance based on the explanation he gives after an incident. The organization should have considered losing a high-level employee and giving him another penalty other than firing. An employee's punishment should be equal to the action that he did (Ruiz & Hummer, 2007).
Ruiz, J., & Hummer, D. (2007). Undefined. CRC Press.
The United States. National Labor Relations Board. (, 2012). undefined.