1. Given the facts of this case, should John have been discharged? Why or why not?
2. Should the sales representatives of AEM be held to a higher standard of personal conduct than sales representatives for other types of organizations? Explain.
3. Should management have considered John’s past work record before deciding on discharge? Explain.
Case Study 9 – Discharged for Off-Duty Behavior
Textbook Chapter 13 Case Study 1 p. 530
The following case illustrates the off-duty privacy claim of an employee and management’s right to uphold the reputation of the company. Before his termination on Monday, May 6, 2014, John Hilliard worked as a senior sales representative for Advanced Educational Materials (AEM), a provider of high-quality educational books and supplies to junior and senior high schools. During his 12 years of employment, John was recognized as an outstanding employee with close working relationships with the schools he served. His sales record was excellent. John’s discharge resulted from what AEM claimed was a serious breach of its code of conduct for employees. On Saturday, May 4, 2014, due to a chance meeting between John and his manager, Jean Ellison, John was observed leaving an adult video store carrying what his manager described as pornographic magazines and an X-rated video. The following Monday, Jean discussed the incident with AEM’s vice president for sales and a representative from HR. All agreed that John’s off-duty behavior constituted a serious violation of the company’s code of conduct for employees, which read, in part, “Employee off-duty behavior in no way should reflect unfavorably upon the company, its employees, or sales of any educational materials.” AEM has traditionally held its sales representatives to high moral standards because the company sells extensively to public school administrators and teachers. At his discharge meeting, John vigorously opposed his firing. While he acknowledged making the purchases, he argued strongly that what he did on his personal time was “no business of the company’s” and his behavior in no way reflected unfavorably upon AEM or the sales of its products. Besides, he said, “The purchases were made as jokes for a stag party.”
1. Given the facts of this case, should John have been discharged? Why or why not? 2. Should the sales representatives of AEM be held to a higher standard of personal conduct than sales representatives for other types of organizations? Explain. 3. Should management have considered John’s past work record before deciding on discharge? Explain.
Source: This case is based on an actual termination for off-duty misconduct. All names are fictitious
We are a professional custom writing website. If you have searched a question and bumped into our website just know you are in the right place to get help in your coursework.
Yes. We have posted over our previous orders to display our experience. Since we have done this question before, we can also do it for you. To make sure we do it perfectly, please fill our Order Form. Filling the order form correctly will assist our team in referencing, specifications and future communication.
2. Fill in your paper’s requirements in the "PAPER INFORMATION" section and click “PRICE CALCULATION” at the bottom to calculate your order price.
3. Fill in your paper’s academic level, deadline and the required number of pages from the drop-down menus.
4. Click “FINAL STEP” to enter your registration details and get an account with us for record keeping and then, click on “PROCEED TO CHECKOUT” at the bottom of the page.
5. From there, the payment sections will show, follow the guided payment process and your order will be available for our writing team to work on it.
Need this assignment or any other paper?
Click here and claim 25% off
Discount code SAVE25