quote:
That makes no sense to me. I'm a low-level manager. I mostly relay orders, with some input into hiring, firing, and compensation. But even so, I doubt anyone would have the balls to come to me and say, "the guys in China said that one of your employees requested reimbursement for a massage so we're firing him." There has to be more to the story than that, or you're talking about a seriously dysfunctional organization.

He tried to expense a session with a sex worker. Not sure what you are confused about.

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Posted by USMEagles

Member since Jan 2018

11811 posts

Posted on 6/18/21 at 11:45 am to dirtsandwich

quote:
He tried to expense a session with a sex worker. Not sure what you are confused about.

Was the objection moral in nature, or was this seen as some sort of fraudulent action?

Was his first-line supervisor OK with this? If I'm counting on someone to help me meet departmental goals, I'm not OK with firing them because someone said they saw a prostitute.

If the claim is that he misappropriated (or tried to misappropriate) company money, I'd ask whether termination is considered appropriate in all cases. What about the guy who accidentally submits a meal for reimbursement with alcohol? Like, say someone just missed subtracting out a beer at one meal on a long trip- we fire people for that?

ETA: if the guy was a screw-up to begin with, and this was the excuse, or the last straw, I get that. I'm assuming he was productive, since he was sent on an international trip.

This post was edited on 6/18/21 at 11:48 am

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