530 Part 5 Enhancing Employee-Management Relations Case Study 1 Discharged for O

Question

530 Part 5 Enhancing Employee-Management Relations Case Study 1 Discharged for Off-Duty Behavior The following case illustrates the off-duty privacy AEM has traditionally held its sales represe nta. claim of an employee and managements right to up tives to high moral standards because th sells extensively to public school administrators teachers hold the reputation of the company Before his termination on Monday, May 6, 2014, At his discharge meeting, John vigorously posed his firing. While he acknowledged making John Hilliard worked as a senior sales representa op. tive for Advanced Educational Materials (AEM), a provider of high-quality educational books and sup purchases, he argued strongly that what he did , the on plies to junior and senior high schools. During his personal time was "no business of the compan 2 years of employment, John was recognized as an his behavior in no way reflected unfavorably up outstanding employee with close working relation AEM or the sales of its products. Besides, he said, ships with the schools he served. His sales record was "The purchases were made as jokes for a stag part excellent. John's discharge resulted from what AEM claimed was a serious breach of its code of conduct Questions or employees On Saturday, May 4, 2014, due to a chance meet. Given the facts of this case, should John h ing between John and his manager, Jean Ellison, John was observed leaving an adult video store carrying 2. Should the sales representatives of AEM be held what his manager described as pornographic maga- zines and an X-rated video. The following Monday been discharged? Why or why not? to a higher standard of personal conduct than sales representatives for other types of organiza- tions? Explain. 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 viola tion of the company's code of conduct for employees which read, in part, "Employee off-duty behavior in 3. Should management have considered John's past work record before deciding on discharge? , Explain. no way should reflect unfavorably upon the company, Source:This case is based on an actual termination for off-cduty its employees, or sales of any educational materials." misconduct. All names are fictitious.

Explanation / Answer

1. No. In my opinion John didn't violate his company policy. He does have a personal life and can do what he feels good for himself, provided it doesn't affect the company's reputation. Purchasing a X-rated magazine and a video doesn't necessarily offend anybody nor does it imply that his behaviopr was offensive. Also this buying act doesn't affect the sales of the company.

2. Sales representatives are the face of the company for a door to door selling job. Their behavior directly affects the company's performance and people's image of the company. Their personal and professional relation with a business or any customer will decide the company's progress. So AEM's sales representatives should be held to a higher standard of personal conduct similar to those of higher managers or CEOs.

3. Not really, because John's past work record has got nothing to do with this case. Acording to me this is a simple case where John's act related to the purchase of the X-rated product which he purchased in an off-duty time and this act didn't affect the company's image. So, the management should directly have looked into this matter. Considering a case where the company's image is tarnished because of the employee's act and affects the business, I believe, still then the performance of the employee shouldn't be taken into account, because an example of non-compliance to the policy should be set by removing the employee. Otherwise other employees will become reluctant to follow the policy.

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