Why Some Employees Deserve Immediate Termination: A Case Study in Ethical and Professional Misconduct

Recently, a temporary employee in my group went absent without notice after a week of work.

When the employee did not return from lunch, the temp agency could not locate him, as he had not communicated with them or returned their calls.

Upon discovering this, my manager made it clear that the individual was not welcome back if they showed up, signaling the end of our relationship.

Justifiable Reasons for Employee Termination

There are many scenarios where an employee's actions may warrant immediate termination. Common justifiable reasons include:

Ethical Violations

Employees found guilty of fraudulent activities such as embezzlement or document forgery must face consequences. These actions not only contravene company policies but also breach legal statutes. Such unethical behavior can significantly damage an organization's reputation and financial health.

Harassment or Discrimination

Termination is often necessary when an employee harasses or discriminates against colleagues based on race, gender, or other protected characteristics. Upholding a safe and inclusive work environment requires stringent action against such incidents.

Repeated Poor Performance

Consistently falling short of performance expectations, despite multiple warnings and opportunities to improve, can lead to termination. Missed deadlines and substandard work can negatively impact the team's overall performance.

Substance Abuse

Drugs or alcohol abuse, particularly in safety-sensitive positions, pose undue risks to both the individual and colleagues. Immediate termination is often warranted in such instances.

Violating Company Policy

Blatant disregard for company policies, such as stealing company property or leaking confidential information, justifies termination. These actions can have severe repercussions for the organization.

A Real-life Example

In my 25 years with a USAF contractor in Arizona, an employee went public with strange symptoms that she would not elaborate on. Despite her concerns among the team, she ended up being diagnosed with Hodgkin's lymphoma and went on sick leave for two months.

After returning to work, she underwent significant hair loss due to chemotherapy, but did not align this with her routine of working different days of the week. It became apparent when she showed up on Monday, Wednesday, and Friday, her appearance contrasted with her previous Monday and Thursday schedule. Upon closer inspection, her hair had blonde streaks, and she claimed it was from radiation therapy.

I questioned her claims, pointing out that radiation for lymphoma does not cause hair color changes. I brought the matter to the site manager, who suggested we investigate her medical records, before the adoption of the Health Insurance Portability and Accountability Act (HIPAA).

Upon thorough investigation, it was revealed that she had been lying all along and had not seen a doctor. She was falsely claiming to undergo treatment, and the entire situation was a fabrication.

Her suspicious behavior continued as she was promoted and transferred to another site in Texas without any medical verification. This case demonstrates the seriousness of ethical misconduct and the importance of maintaining corporate trust.

Conclusion

Such incidents highlight the importance of maintaining high ethical standards and professional behavior within the workplace. Companies must be prepared to take decisive action when necessary, ensuring a safe and fair working environment for all employees.