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>There is a huge power differential between an employee and an employer Usually yes, but not necessarily. Some highly skilled employees are absolutely vital, t
by zaccus 10y ago
>There is a huge power differential between an employee and an employer
Usually yes, but not necessarily. Some highly skilled employees are absolutely vital, to the extent that them abruptly quitting would be more catastrophic for the employer than for them. Think database admin, C-levels, etc.
>Politics don't matter if you make brake pads or run a hobby shop.
I disagree. Even in a hobby shop, someone vocally espousing views that are abhorrent to their coworkers (like death to Jews for example) is going to be a drag on morale and productivity. If I have an employee who is spewing antisemitism and I have Jewish employees who don't want to listen to that garbage at work, should I not be able to fire them? My Jewish employees should just have to deal with it or quit?
- drivingmenuts 10y ago> Some highly skilled employees are absolutely vital, to the extent that them abruptly quitting would be more catastrophic for the employer than for them. Think database admin, C-levels, etc. The employee should still have a right to quit, barring some bizarre contractual obligation. That an employee becomes absolutely indispensable is a problem for the owner to solve, not the employee. > someone vocally espousing views that are abhorrent to their coworkers That's not about the politics, that's about harassment, which is a firing offense, usually. There are many situations that could go either way, so it's not a cut-and-dried rule. I certainly would not say you could fire a Muslim for being Muslim, or a Jew for being a Jew or a Christian for being a Christian, if those particular attributes didn't have an effect on the work being done. Racists usually fall into that class where you don't know they're a racist until there's a problem you can and have to take action on.