Oiler/Winn-Dixie Case

Topics: Employment, Discrimination, Individual rights Pages: 2 (598 words) Published: January 14, 2012
Peter Oiler/Winn-Dixie
Peter Oiler’s termination from his job by the Winn-Dixie Corporation was an outright and blatant violation of his employee rights. No company or organization is allowed to discriminate against an individual on the basis of sexual orientation and they are most certainly not allowed to discriminate against an employee due to the way he/she decides to dress. This decision would be akin to firing a woman truck driver for wearing a flannel shirt and a pair of jeans while off-duty; while this would be unheard of, the decision to fire Oiler based on his choice of wardrobe while off the job is absurd and completely unfounded. Oiler had a spotless record during his numerous years working for Winn-Dixie; he was basically the perfect employee and to violate an individual’s employee rights and invade his privacy as the company did exhibits a degree of narrow-mindedness and bigotry which is reminiscent of the Dark Ages. It would be easier to understand this decision, if Oiler had been dressing this way on the job due to the fact that numerous organizations must enforce particular dress-codes however; even if this were the case, Oiler would have been given a warning (by most other companies) and offered the chance to “conform” to policies, but the decision to fire him based on his behavior off the job is a major violation of numerous federal and state laws as well as his personal rights. Organizations which feel as though they have the right to punish workers for off-the-job behaviors run the risk of not only being faced with numerous lawsuits and accusations of prejudice and discriminatory practices, they also face losing customers, business partners and stockholders. While there may be a number of individuals who agree with these actions it is more likely that there will be a greater number of individuals who do not agree and decide to cut their ties with organizations who favor such practices. It would be safe to assume that many businesses who were...
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