Question for the AA Group (and others) ...

[1StrongBlackMan]

If you had an employee ... a direct report ... that you knew was an active member of the klan, could you manage that employee fairly?

A situation recently arose in my job where I am managing an employee/supervisor dispute, where the Supervisor is a lesbian and the employee, a fundy christian. Their relationship soured when the employee (on her own time, with no fanfare) went chick-fil-a to eat the free meal the cfl offered in support of its anti-gay marriage position.

For perspective, I asked myself whether I could fairly manage an employee that, while I knew he/she was a klan member, didn't act on his/her beliefs at work.

[fitman]

1. What the employees do on their own time

and off the work premises should not be a concern as long as it is not illegal or affecting the job or harrassing other employees or bringing it up at work.

Remember this situation could be reversed..a fundie employer firing a liberal employee because they voted for Obama or spent a weekend at a Occupy rally.

Still I understand where you are coming from..human nature and all to think what the employee is doing on his off time.

Best to not do anything at this point..or you could possibly have a lawsuit on your hands.

[1StrongBlackMan]

2. As much as I ...

support gay marriage, and all equal rights, and as little as I have in common ground that I find I have with fundy christians, I'm actually advocating for the employee.

[FreedRadical]

3. That would be called your job, is it not?

My first thought was set up. I seem to remember ribbing you about your position when you moved up. Trust me when I tell you, that guy would love nothing more than to turn all his crap on you. He hates you more then he hates her. I think you know how to handle it better then I. Don't turn your back on this one. Stand strong on the law. He WILL over step. When he becomes hostile, and he will. Stand on the law.