Balancing the realities of protecting the organization and the rights of employees, both in and out of work, has become a major focal point for

Balancing the realities of protecting the organization and the rights of employees, both in and out of work, has become a major focal point for contemporary human resource managers. For example, by everyone’s account, Peter Oiler was an outstanding employee. Oiler, a truck driver for Winn-Dixie stores and a twenty-year employee, had an impeccable and unblemished work record. He was punctual, trustworthy, and an exceptionally productive employee. Most co-workers viewed him as an asset to the organization. But none of that appeared to matter when Oiler was fired. The reason: Oiler was a cross dresser. On his own time, Oiler changed his persona, becoming Donna, complete with wearing women’s clothing, a wig, and makeup. Frequently out in public with his wife – in restaurants, at church – Donna maintained a dignified public appearance, bothering no one, and simply went on with his personal life as he chose. Management at Winn-Dixie, however, saw things differently. Shortly after they learned of his cross dressing behavior, Oiler was fired. This happened in spite of the realization that his out of work behavior had absolutely no adverse effect on his job performance. Rather Winn-Dixie’s position was that if he was seen in public by someone who recognized him as a Winn-Dixie employee, the company’s image could be damaged. Oiler sued the company for wrongfully terminating him on the basis of sex discrimination. He claimed that cross-dressing was nothing more than his “not conforming to gender stereotype as a man.” During the trial, records reinforced that there was not one shred of evidence that any of Oiler’s out-of-work activities affected his ability to work. Nonetheless, the court ruled in Winn-Dixie’s favor, citing there were no federal or state laws that protect the rights of “transgendered” employees. Although, Winn-Dixie won at the trial, they experienced an aftermath that they were not expecting. Many co-workers rallied behind Oiler, wondering if the company could do this to him, what might they do next? Certainly people understood a company could fire anyone for any legal reason, but how much latitude should a company have in defining “legal” reasons? Could they fire an employee who drinks alcohol after work? or views an “inappropriate” movie? or views adult websites? What if one is arrested? Does that result in an automatic termination? The answer is, it could – but there are consequences to this employer action. In such cases, companies have found that terminating an employee for outside or work activities brings negative publicity, lowers employee morale, and increases employee turnover. QUESTIONS: 1. Do you believe Oiler’s rights were violated? Explain your position from what you have learned from the case. 2. When and where was the Oiler case brought before the court? 3. If the case were brought before the court today would the decision likely be the same or different? Why? 3. Should Organizations punish employees for certain off job behaviors? Why or why not? 4. Did Winn-Dixie exhibit the characteristics of progressive discipline or the hot stove approach in this case?  Defend your argument.

Place your order
(550 words)

Approximate price: $22

Calculate the price of your order

550 words
We'll send you the first draft for approval by September 11, 2018 at 10:52 AM
Total price:
$26
The price is based on these factors:
Academic level
Number of pages
Urgency
Basic features
  • Free title page and bibliography
  • Unlimited revisions
  • Plagiarism-free guarantee
  • Money-back guarantee
  • 24/7 support
On-demand options
  • Writer’s samples
  • Part-by-part delivery
  • Overnight delivery
  • Copies of used sources
  • Expert Proofreading
Paper format
  • 275 words per page
  • 12 pt Arial/Times New Roman
  • Double line spacing
  • Any citation style (APA, MLA, Chicago/Turabian, Harvard)

Our guarantees

Delivering a high-quality product at a reasonable price is not enough anymore.
That’s why we have developed 5 beneficial guarantees that will make your experience with our service enjoyable, easy, and safe.

Money-back guarantee

You have to be 100% sure of the quality of your product to give a money-back guarantee. This describes us perfectly. Make sure that this guarantee is totally transparent.

Read more

Zero-plagiarism guarantee

Each paper is composed from scratch, according to your instructions. It is then checked by our plagiarism-detection software. There is no gap where plagiarism could squeeze in.

Read more

Free-revision policy

Thanks to our free revisions, there is no way for you to be unsatisfied. We will work on your paper until you are completely happy with the result.

Read more

Privacy policy

Your email is safe, as we store it according to international data protection rules. Your bank details are secure, as we use only reliable payment systems.

Read more

Fair-cooperation guarantee

By sending us your money, you buy the service we provide. Check out our terms and conditions if you prefer business talks to be laid out in official language.

Read more