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Post by Deleted on Oct 28, 2019 8:18:21 GMT -6
While he's at work his speech is subject to employer standards, and to some degree afterwards. He was a representative of the Houston Astros, and as such he should have kept his speech and behavior professional. He didn't and paid the price. That's all. You bring up an interesting point. Does a post - win celebration constitute "being at work"? Kid might be lawyering up right now for wrongful dismissal suit. Would be interesting to see the paperwork the Astros have on file for employment standards. His problem may be that Texas has strong "Employment at Will" statues, so it would all likely be for naught. Bascially an employer in Texas can fire you for no reason. One ohter course he may have, is if he is working under a specific contract, and the contract does not stipend disciplianary action against his actions that night. Unlikely.... but crazier things have happened. |
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Post by ɮօʀȶǟʐ on Oct 28, 2019 8:20:52 GMT -6
of course he will sue. everyone sues.
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Post by unionstation82 on Oct 28, 2019 14:51:22 GMT -6
So, if you’re Jim Crane, you see nothing wrong with an employee flexing on some anti-domestic violence activist with f-bombs while showing support for a man connected (unfairly or not) to a domestic violence charge in front of a group of journalists ready to smear your business to the media? You cited two different instances, one of which is most likely in the Code of Conduct for that position while the other is most likely not. He should be reprimanded according to their disciplinary policy for the one instance. The other should have no relevance at all. Also, you haven't defined what telling your coworker that you support a certain player is considered. If you can't define exactly what it is, how can you reprimand someone for it? It wasn’t the f-bomb that got him fired so much as his poor choice of behavior around witnesses who operate as mouthpieces for the media. The bottom line is he made the Astros look bad, especially after they initially defended him. If you can’t see why that’s grounds for termination, I don’t know what else I can say. |
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Post by unionstation82 on Oct 28, 2019 14:54:22 GMT -6
I once had this dumbass coworker when I was a server who shoplifted at some store. It was after his shift, but he was caught on camera and was wearing his work shirt. Now, he didn’t do anything wrong during his work hours, but he was terminated. No one was questioning that result, I can tell you that much.
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Post by ɮօʀȶǟʐ on Oct 28, 2019 15:00:16 GMT -6
when I was a server who shoplifted at some store. Shame on you. |
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Post by Saint on Oct 28, 2019 15:07:15 GMT -6
In all honesty, if he had more value they may have tried another approach. If they dropped him that quickly he obviously wasn't that important.
For example, if it was Luhnow, he'd be fined, go to counseling, and then still representing us at the Winter Meetings.
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Post by unionstation82 on Oct 28, 2019 15:46:38 GMT -6
when I was a server who shoplifted at some store. Shame on you. Nice catch. |
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Post by unionstation82 on Oct 28, 2019 15:46:58 GMT -6
In all honesty, if he had more value they may have tried another approach. If they dropped him that quickly he obviously wasn't that important. For example, if it was Luhnow, he'd be fined, go to counseling, and then still representing us at the Winter Meetings. That too. |
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