Charlie Sheen, Tiger Woods, and their contracts
http://blog.aynrandcenter.org/charlie-sheen-tiger-woods-and-their-contracts/
It simply sounds like a similar arrangement between Phil & A&E that Tiger Woods had with his sponsors. They knew what Phil’s sentiments were, and they shielded themselves from the consequences of a controversy over them by telling him ‘don’t go there’. He went ‘there’ and they exercised their options. He had the right to say what he said, and they had the right to suspend him.
People can fight all day long in the courts over whether it was a violation of his rights, but if Phil agreed to be limited in this way, then it’s his own fault. Would an employer send a minder to an interview with an employee? Yes, if there was likelihood of bad fallout from such an interview. Apparently Phil accepted a minder accompanying him and - according to Fox News - limitations on what he would say in an interview. If that is the case, I do not sympathize with him.
If that is the case, I do not sympathize with him.
Are you capable of distinguishing between the law and a morals clause? religion is protected by the civil rights act, drunks and serial bigamists are not. This not really hard stuff. The law is what the law is. Employers can NOT fire employees for their religious beliefs or for stating them in public. I happen to think that employers should be able to fire and hire for what ever reason they please but that is not the law. I understand that, many don’t.
3. Discriminatory treatment of employee.
If an employee can show they have a sincerely held religious belief and that the employer knew about it, Title VII prohibits the employer from discriminating against the employee because of the belief. “Discrimination” includes demotion, layoff, transfer, failure to promote, discharge, harassment, or intimidation, or the threat of these adverse employment actions.
The employer is also required to reasonably accommodate the employee’s religious beliefs unless such accommodation would result in undue hardship to the employer. “Accommodation” means that employer neutrality is not enough. In general, an employer is required to accommodate an employee’s adherence to the principles of his religion unless such accommodation will actually interfere with the operations of the employer.