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Tonight Beau Ryan will return to the Footy Show after it was speculated publically that he had an affair with former Hi-5 star Lauren Brant. Channel Nine has thrown the humorous personality a lifeline and welcomed him back to the Footy Show for the Grand Final Show.
The question on everyone’s lips is, can you have a public figure with a tarnished reputation back working on National TV knowing that viewers, colleagues and his employers may disagree with his actions?
Can an employer fire an employee for something that took place in their personal life?
Employers who are dealing with an issue such as this need to assess the willingness of the employee’s actions. Did the employee act in a malicious way and purposely aim to tarnish the reputation of the company in which they work?
Ryan was not working for Channel Nine at the time of the alleged affair. He was working on the production of Aladdin and his Wondrous Lamp in New Zealand. However the announcement of the affair could not have been at a worse time. The Footy Show is in its prime being the end of the season but Ryan’s affair has been publicised heavily and tarnished the reputation of the show.
Ryan’s colleague Erin Molan was asked by journalists, whilst standing on the red carpet at the Dally Ms whether Beau would be returning to the show. She responded heroically with the announcement that “Beau will be on the show which is wonderful, we are very excited to have him back. It’s obviously been a rough time for him and for his family, it is an issue that we will respect and leave to them”. For Molan, this difficult situation at what should have been a momentous occasion, was brought on by the actions of her colleague. This shows that issues experience by employees can have repercussions on others within the workplace. Colleagues can experience hardship as a result of the actions of others in their workplace.
Workplace culture can also be damaged and this takes its toll on a business. Employers need to be mindful and find an appropriate way to integrate employees back into the workplace and discuss any problems employees may have as a result. Employers addressing an employment relations issue such as this, should seek advice to best mediate the issue. Rebuilding repour is important to avoid discrimination within the workplace as well.
Employsure can assist employers who are faced with difficult employment relations issues. If you are concerned with an employee’s actions and are not sure if terminating their employment is harsh, unjust or unreasonable, call us today on 1300 651 415. We can assist you by providing the correct advice and employment procedures which will protect you as employer and your business.