Quote:
Originally Posted by Flames Fan, Ph.D.
Bad business?!
Keeping him is bad business.
Imagine your next draft interview with players who are african-american or have african ancestry? "Yeah, coach used the N word but that was a long time ago shrug emoji"
"Hi Cammi, we really want to sign you as a free agent and yeah our general manager used to hate Jews but that was a long time ago, so sign here please..."
Not sure what line of business you're in.
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The business where I can't hold an employee accountable for something they did a decade ago while working for another company. If the individual got through the vetting process and the company was fine with the hire, then we can only judge the employee on their behavior during the time with our interest. Unless a law has been broken, and in this instance a law has not been broken, then I see no reasonable expectation for firing the guy. I don't know where you work, but if you fire someone without cause that leaves you open to a pretty good lawsuit. Considering the possible outcomes as a result of the Flames actions, this could be a pretty good lawsuit.
Do I find the use of the N word unacceptable? Yes, I do. But I continually hear the use of the word by blacks in conversations with other blacks, especially athletes. So that really weakens the argument of the unacceptability of the word IMO. I wince every time I hear it, but I find the double standard to its use unacceptable as well. No one should be using it regardless of color or ethnicity.
If you fire Peters for using the N word a decade ago, you establish a very slippery slope. How long before you have to fire someone for calling someone a homosexual slur (heard on a near ice mic this week during a game)? It's a tough standard to set, especially when there is no one in the Flames organization that can substantiate the claim or has seen similar behavior. I'm all for firing the guy, as I never wanted him hired in the first place, but this just seems like the wrong reason to do it.