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In today’s digital world, it’s increasingly difficult for employees to get away scot-free if they act out in public, even if it’s not considered egregious.
Attorney and trial co-management partner at Gordon Rees Scully Mansukhani LLP, Misty Marris, told Fox Business that employee effects outside of the workplace can easily follow you into the office, and it may even cost someone ‘a his work.
This is nothing new and yet, time and time again, there are occurrences when someone, including sports fans, goes too far and subsequently loses their job.
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One of the latest examples occurred this week when a Philadelphia Eagles Fan at the center of a nasty incident during the NFC Wild-Card game in Philadelphia lost his job at a New Jersey-focused consulting firm this week.
The fan, identified as Ryan Caldwell, was seen in the viral video Getting in the face of a female Green Bay Packers fan and calling her a “Dumb C—” while her fiancé recorded the situation. He also taunted the man with other disgusting gestures.
Offices in the Mission District of San Francisco, California, United States, on Friday, May 31, 2024. (David Paul Morris/Bloomberg via Getty Images/Getty Images)
“Camera phones and social media have really blurred the line between what is work-related as it relates to on-the-clock activities,” Marris said.
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However, “whether an employee can be fired for actions taken outside of the workplace is fairly fact specific,” according to Marris.
This depends on several factors, including the nature of the conduct as well as the condition of the employee and employer. the employer, according to Marris.
But “something doesn’t have to be egregious to result in termination, although with everything in the law there are exceptions,” Marris said.
Tech startup employees work quickly in their desks at the office on March 24, 2021 in San Francisco, California. (Brian Cassella/Chicago Tribune/Tribune News Service via Getty Images/Jam Press)
According to Marris, most states follow “at-will” employment, meaning an employee can be fired for any reason except protected class status, which is a legal status that protects people against discrimination.
But this does not apply to government employees, union members, or those with employment contracts, where termination rules are based on the terms of their agreements.
Many union contracts or agreements include “for cause” clauses, which define acceptable reasons for termination. Additionally, some companies have policies protecting employees for legitimate activities outside of the workplace, even for employees of the will.
Some companies might also have policies regarding legitimate activities outside of the workplace that could provide protection even when an employee is “at-will,” according to Marris.
Manhattan psychotherapist Jonathan Alpert told Fox Business that employees should “develop an ability to keep strong emotions in check and good overall mental health.”
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“It starts with understanding the situations that are likely to provoke you. Instead of reacting impulsively, take a moment to pause and consider the potential consequences of your actions,” Alpert said, adding that “techniques such as Deep breathing, stepping away from the situation, or redirecting your energy toward something constructive can make a significant difference.”
American man sitting in front of computer in office (istock / istock)
If people turn to therapy, it’s essential that therapists provide them with practical tools to make meaningful changes, according to Alpert, who is the author of “Be Fearless: Change Your Life in 28 Days.”
“Real progress comes from learning to take responsibility and ownership for your behavior, and implementing strategies that help you maintain composure in difficult situations. In doing so, you not only protect your reputation personal and professional, but also demonstrate the type of composure and maturity that others respect and admire,” he said.
