The Changing World of HRM 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 resorce 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 viewd 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 affect 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. W2: Off-The-Job Behaviors Non-HR Perspective : As a manager in your organization, if you were faced with a situation like the one shared above, what actions would you take and why? At what point, if at all, would you involve the organization's human resources department.  In developing your response, you want to consider .

1. The Changing World of HRM
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 resorce 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 viewd 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 affect 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

2. 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.
W2: Off-The-Job Behaviors
Non-HR Perspective
: As a manager in your organization, if you were faced with a
situation like the one shared above, what actions would you take
and why? At what point, if at all, would you involve the
organization's human resources department.
In developing your response, you want to consider some of the
following elements:
employee rights, progressive discipline, the effects of off-the-
job behaviors on an organization, and other course concepts
addressed in your readings.
*Post must be a minimum of 250 words