The consequences of certain behaviour outside of work "But I wasn't at work!" Can you be disciplined by your employer for something you say or do when you're not at work? Posting on social media or sharing our opinions in public is something people do all the time. The question is whether words and actions away from the workplace are truly separate from words and actions in the workplace. Acute puppy video? No problem. But what if an employee, while not at work, posts something or does something that is against company rules or policies? What if it is highly offensive? This is a complex and evolving area of workplace law. Hydro One Employee fired after FHRITP heckling of CityNews reporter The CBC news article, and the video below, describes howr an employee of Hydro One, an Ontario Electricity company, was red for his oduty conduct. News reporter, Shauna Hunt, confronted and questioned two men one who had \"shouted crude remarks into her microphone...\" and one who defended the rst one's actions. The confrontation was caught on camera and shown on CityNews the same day. Shortly after, Hydro One \"issued a statement saying it had red one of its employees in connection with the lewd dismption.\" Consequences of our actions outside of work becoming more common The wide reach of social media can put individuals in the spoight, but not always in a good way. Thus inappropriate or offensive actions are a concern for both employees and employers. Consider a more recent example of Dahlman, an RCMP ofcer stationed in BC, being suspended in July of 2020 for racially offensive comments posted on Facebock. The RCMP received concerns from the community about posts Dahlman made. In this situation, the employer thought they had the right and the responsibility {to maintain the public's trust) to take disciplinary action. Engaging in discussion about both the employee's and employer's contractual and legal obligations, as well as the moral expectations placed upon them, can broaden our knowledge and perspective on the employment relationship. Your Task The discussion focuses on the Hydro One empl_oyg termination. {1} post a response to the following two questions and {2) post two replies to your peers. The Questions 1. Given what you learned about employment law and further insight from the RCMP situation, what legal argument does Hydro One (the employer} have for ring the employee for just cause? Explain whether you believe the employer wasjustied in ring the employee for just cause. 2. The employee was a union member and had the right to grieve the dismissal under the collective agreement. Through an arbitration process, the employee was reinstated. a. What steps can Hydro One take to ensure the reinstated employee abides by the company's Code of Conduct? b. What steps can Hydro One take to ensure other employees feel safe when working with the reinstated employee