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Chapter 11: Discharge for Ow-Duty Behavior Case Study The following case estrates the off-duty privacy chim of an employee and management right to uphold the reputation of the company Before his termination on Monday, May 6, 2011, John Hiland worked as a sensas representative for Advanced Educational Materials (AEM), a provider of high quality educational books and supplies to junior and senior high schools. During his twelve years of employment, John was recognized as an outstanding employee with close working relationships with the school he served. His sales record was excellent. John's discharge resulted from what AEM claimed was serious breach of its code of conduct for employees On Saturday, May 4, 2011, due to a chance meeting between John and his manager, Jean Fillion John was observed leaving an adult video store carrying what his manger described as pornographic magazines and an X-rated video. The following Monday, Jean discussed the incident with AEM vice-president for sales and a representative from HR. All agreed that John's off-duty behavice constituted a serious violation of the company's code of conduct for employees, which read, in part "Employee off-duty behavior in no way should reflect unfavorably upon the company, is employees, or sales of any educational materials" AEM has traditionally held its sales representatives to high moral standards because the company selk extensively to public school administrators and teachers. At his discharge meeting, John vigorously opposed his firing. While he acknowledged making the purchases, he argues strongly that what he did on his personal time was no business of the company's" and his behavior in no way reflected unfavorably upon AEM or the sales of its products. Besides, he said, "The purchases were made as jokes for a stag party 4) Identify the principles of justice. How do the principles of justice apply to this situation? 5) What laws need to be followed when terminating or laying off an employee or multiple employees? 6) How does employment-at-will apply to this situation? Should you justify that the organization has work rules before terminating? What are the exceptibns to the employment-at-will principle? 7) Who is responsible for developing a formal discipline process for the workplace? What is an exit interview and who should hold said meeting with employee