Monday, August 14, 2017

Firing Nazis

CharlottesvilleDavid Yamada (Suffolk) has a post worth reading over at Minding the Workplace on Can an employer fire a publicly-avowed white supremacist?  The answer: almost certainly yes for private-sector employers; yes with some free-speech caveats for public-sector employers.

Also worth reading is Dean Dad's post today on When Neutrality Isn't an Option. Those of us in higher-ed administration need to be able to work with folks of widely varying political stripes -- so long as we can find "common ground ... in the name of helping the students and the community." But

[p]ublic higher education is for the entire public. A movement that denies that there even is such a thing -- that assumes a better and a worse public, whether by race, religion, or whatever else -- is an existential threat to our mission. We need to be willing to treat it accordingly.

That means not “teaching the controversy,” or pretending that there are “many sides” to this one. Anti-semitism, for instance, doesn’t really lend itself to a “pro or con” analysis. It’s wrong. It’s just flat wrong. White supremacist terrorism is wrong. And that’s not just a personal view, although it is also that; it’s a precondition for doing the work we do every single day.


Employment Discrimination, Labor and Employment News, Public Employment Law, Religion, Workplace Trends | Permalink


While I agree with your that 'they' are wrong. Where/why is our position the correct one? Why aren't there 2 sides? Just because that is the way we were raised and decided to live? How is that different than the same for them?

Posted by: steve dunn | Aug 21, 2017 5:03:29 AM

Not so fast in private sector at least in NY. Take a look at Legal Activities Law. Labor Law Section 201-d

Posted by: Mitchell Rubinstein | Aug 25, 2017 11:20:44 PM

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