Will I get fired for this?

[VikingKing]

You're thinking small time man. Go big or go home.

"You're only firing me because I'm a j@wish faggot with 1/15th ties to the Cherokee nation"

Every libtard within earshot would instantly evacuate his/her bowels. The chocolate cake eating HR hens would orgasm on the spot. MSNBC "journalists" would be circling from helicopters praying to the Gods (if they believed in any) the person who's firing you looks like this. Muffington post to mommy bloggers would be "Wow...just wow" and "Here's why that's a problem"-ing as fast as their cheetos stained fingers could type.:crazy:

Post of the year.

 

[logicallefty]

he hit her with the water didn't he? they can use that against him as a crime. you don't have to use fists or hands as hitting, just throwing something can be use as an assault.


ts.

He has committed a "crime" only if arrested, charged, and convicted by a Judge or jury, which his company is not. In summary of what I have said, to LEGALLY fire him over this either:

1 ) she would have to do a police report and he would have to be arrested, charged, and convicted

Or

2 ) he would have to have clearly violated something already on the books in company policy, procedure, rule, etc.

Companies fire people illegally all the time and they get away with it cuz nobody challenges them otherwise.

When you start getting into the legalese of it all its not as company sided as you may perceive.

 

[Bible_Belt]

He has committed a "crime" only if arrested, charged, and convicted by a Judge or jury

I'm pretty sure the statute of limitations has not run out yet. It's still a crime before people are charged.

Battery is unwanted touching. That includes throwing things at people or spitting on them. It is both a criminal offense, and a civil one, meaning one can sue for monetary damages.

Illinois is a right-to-hire, right-to-fire state. Most states are. That means that they can fire you for any reason they want, provided that it is not discriminatory on the basis of race, gender, sexual orientation, or any other constitutionally protected classification. That's why good jobs have employment contracts.

The best reason for the employer to fire him is to protect themselves from future lawsuits. If he throws water today, and they do nothing when the girl complains, maybe tomorrow he will throw some hot oil on her and disfigure her for life. Try explaining to a jury why you didn't fire him after the water-throwing incident, and that's going to be one awkward conversation. She'd get a million bucks.

 

[logicallefty]

[

I'm pretty sure the statute of limitations has not run out yet. It's still a crime before people are charged.

If she hasn't filed a police report yet, the longer she waits, the more likely the State's/District Attorney's office will toss the case entirely (and laugh amoungst themselves because she waited so long) . For a crime like this she would have needed to do it the day it happened for any reasonable chance of it actually sticking. Now for a rape, she could get away with waiting and say "I was scared to file a report" but not for this.

He could do a Freedom of Information Act Request to the local police under his and/or her name and find out if she filed a report or not. Doing it under hers may be better. He may dig up all the dirt he needs on her to throw her under the bus in court, like if she has other reports on file where she made allegations against people that were later dropped or found not guilty.

My opinion as a former cop and one who has been through many legal battles of his own, I don't think he has anything to worry about. I think it will all blow over.

 

[asa_don]

He has committed a "crime" only if arrested, charged, and convicted by a Judge or jury, which his company is not. In summary of what I have said, to LEGALLY fire him over this either:

1 ) she would have to do a police report and he would have to be arrested, charged, and convicted

Or

2 ) he would have to have clearly violated something already on the books in company policy, procedure, rule, etc.

Companies fire people illegally all the time and they get away with it cuz nobody challenges them otherwise.

When you start getting into the legalese of it all its not as company sided as you may perceive.

doesn't matter, this is an incident that he can be legally fired over, you just can't throw things at people at a work place, somebody else can throw something worse than water.

he still violated the work code conduct policy, that is what he will get fired for, filing a police report is another issue, you said you're a former cop, why dont you know this stuff?

if he is allowed to stay on, other people can do the same thing, maybe worse, they don't want to have the responsibility of that.

kids at school get suspended for stuff like this now, do you not think a work place would take this more serious?

every place of employment has a set of basic rules for termination, this could be filed under harrassment and simple battery, companies have a broad definition of that just to protect their ass from law suits.

not sure why you're condoning his actions, alphas don't throw water on chicks.

 

[logicallefty]

doesn't matter, this is an incident that he can be legally fired over, you just can't throw things at people at a work place, somebody else can throw something worse than water.

Agreed, it's not a good thing to do, but it's too late now to take it back.

he still violated the work code conduct policy,

Did he really? You should share your copy of HIS workplace's conduct policy with him sense you have a copy of it

every place of employment has a set of basic rules for termination, this could be filed under harrassment and simple battery, companies have a broad definition of that just to protect their ass from law suits.

Love to see your copy of the rules from his workplace to verify this. You may be right.

not sure why you're condoning his actions, alphas don't throw water on chicks.

I never once said I condoned it, I merely suggested how he may be able to get out of it, and said that I don't think its going to be an issue for him. Sir, stop putting words in my mouth.

 

[asa_don]

Did he really? You should share your copy of HIS workplace's conduct policy with him sense you have a copy of it

Love to see your copy of the rules from his workplace to verify this. You may be right.


I never once said I condoned it, I merely suggested how he may be able to get out of it, and said that I don't think its going to be an issue for him. Sir, stop putting words in my mouth.

no need for the sarcasm, any work place now has a set of basic rules to protect employees from having these types of incidents happening, maybe 40 years ago it wouldnt matter, but in today's world it does, they always take a woman's side.

you need a new name, you don't sound too logical to me.

do you have any women at your place of employment? you should throw some water at a chick at work. you can be the forum guinea pig along with narcissist and go through the rigmarole to see if you can still keep your job under your work conduct code policy. let us know how that works out.

 

[logicallefty]

Please share that policy with us and we can continue this talk. Otherwise I've said all I need to say.

 

[asa_don]

Please share that policy with us and we can continue this talk. Otherwise I've said all I need to say.

here are the two most basic policies in the workplace, every company has the same basic guidelines, can't believe that you would be this ignorant, read it and weep.



Objective

The purpose of this policy is to communicate to all employees, including supervisors, managers and executives, that [Company Name] will not in any instance tolerate bullying behavior. Employees found in violation of this policy will be disciplined, up to and including termination.

Definition

[Company Name] defines bullying as repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment. Such behavior violates [Company Name]’s Code of Ethics, which clearly states that all employees will be treated with dignity and respect.

Examples

Bullying may be intentional or unintentional. However, it must be noted that when an allegation of bullying is made, the intention of the alleged bully is irrelevant, and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior on the individual that is important. [Company Name] considers the following types of behavior examples of bullying:

Verbal bullying: Slandering, ridiculing or maligning a person or his or her family; persistent name calling that is hurtful, insulting or humiliating; using a person as butt of jokes; abusive and offensive remarks.
Physical bullying: Pushing, shoving, kicking, poking, tripping, throwing of objects, assault or threat of physical assault, damage to a person’s work area or property
Gesture bullying: Nonverbal threatening gestures; glances that can convey threatening messages.
Exclusion: Socially or physically excluding or disregarding a person in work-related activities.
In addition, the following examples may constitute or contribute to evidence of bullying in the workplace:

Persistent singling out of one person.
Shouting or raising voice at an individual in public or in private.
Using verbal or obscene gestures.
Not allowing the person to speak or express himself of herself (i.e., ignoring or interrupting).
Personal insults and use of offensive nicknames.
Public humiliation in any form.
Constant criticism on matters unrelated or minimally related to the person’s job performance or description.
Ignoring or interrupting an individual at meetings.
Public reprimands.
Repeatedly accusing someone of errors that cannot be documented.
Deliberately interfering with mail and other communications.
Spreading rumors and gossip regarding individuals.
Encouraging others to disregard a supervisor’s instructions.
Manipulating the ability of someone to do his or her work (e.g., overloading, underloading, withholding information, assigning meaningless tasks, setting deadlines that cannot be met, giving deliberately ambiguous instructions).
Inflicting menial tasks not in keeping with the normal responsibilities of the job.
Taking credit for another person’s ideas.
Refusing reasonable requests for leave in the absence of work-related reasons not to grant leave.
Deliberately excluding an individual or isolating him or her from work-related activities, such as meetings.
Unwanted physical contact, touching,throwing of objects,physical abuse or threats of abuse to an individual or an individual’s property (defacing or marking up property).



SECTION:
HUMAN RESOURCES

AREA:
EMPLOYEE RELATIONS

SUBJECT:
BASIC CODE OF CONDUCT




PURPOSE

This code communicates general guidelines to all UAMS employees for governing employee conduct. It is the responsibility of the department directors and supervisors to fully explain the following guidelines to employees, to discuss their specific application within their departments, and to assure that they are observed. Appropriate disciplinary measures should be taken in cases where there have been violations of this Code of Conduct. Supervisors with questions about appropriate disciplinary steps should contact the Office of Human Resources or the Assistant Vice Chancellor of Human Relations.

GUIDELINES FOR APPROPRIATE CONDUCT

Interpersonal Relations:

Employees must refrain from using abusive, provocative or profane language, and should avoid creating or being party to a disturbance or physical violence.
Employees should observe the principle of mutual respect in their contacts with patients, visitors and students, and in their working relationships with faculty and other employees.
Employees should not engage in horseplay, scuffling, running, throwing objects,. or immoral or indecent behavior on the University premises.
Employees should not have other employees or guests visit them in their work areas

 

[logicallefty]

Google is great isn't it?

 

[zekko]

are you from the mid west?

Yep.

The best reason for the employer to fire him is to protect themselves from future lawsuits. If he throws water today, and they do nothing when the girl complains, maybe tomorrow he will throw some hot oil on her and disfigure her for life. Try explaining to a jury why you didn't fire him after the water-throwing incident, and that's going to be one awkward conversation. She'd get a million bucks.

That's a good point.

All told, I doubt that the OP gets fired over this. He may not even get into serious trouble over it. But it would certainly be justifiable if he did.

 

[narcissist]

update: didnt get fired

 

[Bokanovsky]

With her dripping wet inside the boss' office? :crackup:

Bathroom accident?

 

[zekko]

update: didnt get fired

Was it even addressed at all? Did you get counseled or talked to about it?