<First Name, Middle Initial, Last Name>
<Instructor>
Given the facts of the case, John must have not been discharged instantaneously. Management should treat termination of employment as the last resort whenever an employee performs poorly or violates a rule. In addition to this, due internal process must be observds as fair treatment and respect to the employee-employer relationship (Cleverism). In this case, John was caught violating management’s code of conduct for employees which points out that “Employee off-duty behavior in no way should reflect unfavorably upon the company, its employees, or sales of any educational material/s”. Although John is caught in the act and is guilty of his misbehavior, the management should deliberate a fair investigation starting with proper communication with the employee about his faults and the corresponding disciplinary action of his violation. Proper communication will ensure clear proceedings and fair judgment at the end of the investigation. In the event that it is proper for John to be terminated due to his actions, the lack of communication between the management and John regarding his discharge go against the employee’s right to due process.
AEM’s business involves educating young minds and it is proper that their employees, especially their sales representatives observe higher standards for personal conduct since they are in the front line, dealing with clients. The employees are responsible in upholding the name of their company and be conscious of their actions due o the nature, vision and mission that their company and their job embodies. It is ill fitting to see a person actively involved in the field of education to be buying pornographic materials. Professional educators and those involved with business of the same industry must act contentiously to embody the highest ethical standards (Sharkey).
Consideration of John’s tenure and past performance plays an important role in his case. The management should also review his appraisals and conduct during the length of John’s stay in the company since it serves as an influencing factor that may affect John’s termination. If an employee’s performance or lack thereof greatly influences the company’s performance in the market, then the management might reconsider the employee’s discharge.
References
Cleverism,. "HR: Things To Consider When Firing Employee". N.p., 2015. Web. 3 Mar. 2016.
Sharkey, Colin. "Code Of Ethics For Educators". Aaeteachers.org. N.p., 2016. Web. 3 Mar. 2016.
