Quote:
Originally Posted by CrackerBarrel
I'm not sure, you can't fire them for being gay, but unless they have vacation days left you can fire them for skipping work.
If someone called me and said "I'm not coming to work today, I'm gay." my response would be "Come to work right now or you will be gay and unemployed."
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Ignoring the limited scope here (you're also ignoring "PTO" situations, personal time, unpaid time off, etc.), I'm not only referring to the strict legal sense of the employee suing for firing based on a protected class, but also the comparative utility of "taking a stand" against one employee-day lost versus the annoyance of dealing with potential media or interest-group backlash, which would likely cost much more than the man-hours lost.
There's a time and a place to make a stand, but it doesn't seem like a good decision from a business standpoint.