“And your specific example falls under ‘sexual harassment’.”
Actually, it doesn’t. You said since someone paid you something that they can extract under penalty of employment termination anything they want. I want to know if you have any limits on that.
We Americans have lost our sense of freedom, liberty, including personal property. We have been brainwashed into thinking an employer is a slave owner and we as employees are bound by whatever our slave master demands.
Just because you and someone exchanged labor for money one day doesn’t give them the right to demand anything of you after that with a promise that tomorrow you’ll do it again. Even dumber, by your own admission, they don’t even have to bring you back for work tomorrow.
Because of such ignorant nonsense, States have had to create laws to protect people from such employers. New York is one of those States, as is my State of Colorado.
The women in question is protected from termination by her employer in New York.
Why are you talking about “my” limits.
No one gives a shit about what you or I think is “right”; it’s a matter of boring, dry, employment law; it either is, or is not under ‘employment at will’ and if it isn’t then it depends on state law. Save your outrage for someone else, please, I’m no fan of ‘Employment at will’ :-)
You’re making it some kind of moral argument about liberty or slavery. The law is what it is, and your or my opinion of it matters not at all.
My personal, moral, opinion is that she’s in the wrong legally, and very stupid for doing, this and her employer might look at it from that point- no matter what they think of racial issues or dog wakling vs bird watching they don’t want to employ an idiot. If she’s highly placed in the company it’s often different than if just a code jockey or tech, in my understanding.
Can they do this? well, again,as often as I see anti-union vitrol around here I’ll let someone else morally defend ‘Right to Work’ :-)
Try again..
Even protective state laws generally will allow an employer to fire an at-will employee if keeping them on would create a conflict of interest or hurt the employer’s business. For example, forcing people to work next to someone who has threatened women or people of other races could be seen as creating a hostile work environment. Also, your customers may be reluctant to do business with your company if they must deal with such a person.