Would You Fire Her?

I don't remember any discussions about this, but I am curious about what the guys would do if they found out that one of their valuable female employees was escorting on the side. Would you fire her as a potential liability to the company? Would you counsel her that if she doesn't quit she will be fired? Would you just ignore it and consider it to be her private business? Or would you enlist her to engage in a new level of customer development?

I am assuming that in an employment-at-will state it is okay to fire an employee who is engaged in illegal activity, even if it is not job related.

And no, I don't have this issue in my office.

Awl4knot

Unless her job performance had suffered as a result of this side job, then I would ignore it as none of my business.

Now, if she was using company time and resources to arrange her side job liaisons, then that's a different story.

I'd ask if I could get a small discount too.

I'm sure even in a not employment-at-will state, it would be okay to fire someone engaged in illegal activities.

However, most of us providers are not engaged in illegal activities. Paid companionship is not illegal; paid sex is. Some of us just screen gentlemen to make sure that there'll be more chemistry and more likelihood that we'll hit it off but what we're paid for is time, companionship, and also the incidentals like allowing an incall space to hang out in, supplies of the relaxing variety, and supplies of the hotness variety like lingerie, and makeup.

Hell, if I really think about it-- my time with these gents is free-- they're just paying my gas and hotels to travel and come visit with a little on the side for incidentals, and are helping fulfill my fantasies.

I digressed, but my point is-- there's too many variables here. Is she really having sex for money, or is she having gentlemen take her out on dates and pay her for her companionship?

And, from what I hear, there's plenty of men AND women who use their charms and physical allure to some degree or another. Would some pharmaceutical reps, as one example, quibble over some sexy date-time that may potentially influence a big sale with a buyer?

But in an employment-at-will state, a boss can fire an employee for any, or even no, reason at all.

Unless it affected her job performance I wouldn't.

^^ I agree with the above post, but I also wanted to add this thought - let's say you're a lady, working for a gent, and you find out he is hiring escorts on the side. Not EXACTLY the same deal, but should she quit working for him? As long as the person is not using company time, does it really matter what they do in their PERSONAL lives?
xo

My personal thaught on this is that unless it is effecting her job preformance then its not your business.

If she has chossen to use the office space to see clients or set up meating with them or is causing a risk for the business. Also, by risk i mean something serious not that somebody would see her ad on line or whatever i mean really serious having clients comming to the office and or not being discrest about her side job.

Would you (in general not the OP) fire a gentlemen that takes part in the hobby ?

Would you (in general not the OP) fire a gentlemen that takes part in the hobby ? Originally Posted by Kaci Snow

No. Again, as long as his job performance is not affected by his private life, then it's none of my business.

Let her keep working.

Let me clarify the original post. Assume that she is not using business time or resources to further her side job. Further assume that she is a low volume professional, not someone who plays around and collects a few dollars here and there.

And Sugarbeth, please don't kid the kidders here. We all have heard that the money is for my companionship and time spiel, and no one believes that silliness will save you if LE comes a knockin' on your door. Let's be real; we are buying the use of fine sugar butts like yours.

Let me add this variable. Assume that the business is a professional services business where employees are licensed. Does that make any difference in how a manager should deal with the issue?

Awl4knot

If she is doing great on her job I would not fire her. Anything else is her business

As an employer I would have to engage the services of the provider to see first hand if there are any liability issues. This should not take more than 12-15 appointments! After collecting my data, I would mind my own business! Less is more! You can NOT be responsible for what employees do on there own time, nor is it any of your business!

I would prefer to keep it under wraps and keep her, but in my job, if it was found out she would be fired and if they found out I knew about it and did nothing I would be also. Tough for me to call. We do have a morals clause in our code of conduct we must sign and I just hope it never happens. I would never wantonly fire a lady for this as long as it did not involve company time or assets or hinder her work. Very ticklish situation for me.

I guess I would just let it continue and if she got caught and they found out I knew about it, I would just retire and let other management and HR handle it.

Top

It may not be anyone's business what you do on your own time and I agree that it isn't but don't go doing things that could put the company you work for in a bad light.

There's not many things that would get me fired in my field of work and being a hobbyist is not one of them but if I did something like go to a session in a company van or uniform and it got back to the company then I would expect to be fired.

most companies unless very small outfits have agreements for employment that require an employee to get prior approval for any outside job, no matter if it doesn't conflict directly with the company. deliver pizzas, anything. Clearly she didn't get this approval, while the reason is obvious she could have covered it by saying she's "moonlighting" as say, a MaryKay independent rep which would be a pretty good cover story actually. employee-at-will means an employee can be let go with or without cause, this would clearly be "for cause" since this outside activity was not approved. Another plausible but more "suspicious" sounding cover job would be massage therapist but no matter the cover story she violated any employment rules presuming one exists. so fire her. Why? you are i'm guessing the owner or top manager of this company and you hobby. Why else would you be on ECCIE? perhaps your are an avid fan of Waco Kid's College Football Review? LOL but i digress. i also suspect you found out about such activity in part or in whole because you hobby, and that means if YOU can find out about HER she can find out about YOU. and blackmail you, or out you or both. If it came to light YOU were in the hobby, even if you are the owner and you technically can't be fired (you'd have to fire yourself, not likely) your business could fail because of such negative issues as the hobby. sucks but it's the reality of the "moral morons" and unfortuantely they outnumber us. If it comes out that you knew about this and did nothing to protect the company (assuming you are NOT the outright/sole owner) your boss would most likely fire you over it. so it could come down to you or her. Who's job do you value more? Fire her, tell her why without disclosing exactly what you know and cover your ass and send hers elsewhere.

btw the rather humongo Bank i work for WOULD fire me if i did not report ANY violations of the code of conduct, even if it was my boss or a co-worker, even if it occurred at social gathering AFTER HOURS. rather strict but it's the rules.

I agree that the company some not fire her over her outside business. I do care if other people in the company knows. I can see harrasment by other employee's being a problem if they knew she was a provider working for me. Another problem I would have would be the use of company computer or phone. That would be automatic termination for using company resources for personal gain.