If supporting Trump = supporting racist rhetoric, firing people who support racist rhetoric would mean firing 40% of workers.
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I'm not advocating firing. "Just cause" requires documented misbehavior + progressive discipline.
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Never mind the details of US employment law. I'm asking what you would do if you could.
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Easy. I'd go to Korean BBQ or juice bar for long chat. Are we still a good fit re: values, vision, diversity, demographics of SV/US?
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And if the employee refused?
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For a partner, I'd try $$$$$$$$$ cash severance + would add diverse staff & board members to counteract the harmful perspective.
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So any manager who openly supports Trump but doesn't want to talk to you about their political beliefs is offered severance?
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You started this by saying something was uncontroversial. But now we know what the something is, that's pretty controversial.
End of conversation
New conversation -
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You're evading the real conversation by pretending that if we can't come up with a simple rule then nothing can/ought to be done.
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I'm not asking for simplicity. I'm asking for precision.
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That's what I meant. A precise rule that can be applied every time. I don't think that's how we should think about ethical questions.
End of conversation
New conversation -
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With co-owner, board member, partner: options incl. formal censure, disavowal, voluntary step down, leave-of-absence, inaction, etc.
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