Where is the line between a true rogue employee who the company truly repulsed and knew nothing about, and an employee who is made to be a scapegoat in the form of a ‘rogue employee’, thus absolving the company of any wrongdoing in the eyes of the law?
This is a type of case that highlights why discovery is so important. You must be able to delve deep into company records to determine if an employee is truly “rogue” or simply taking the fall for his masters.
It is the duty, yes duty, of employers to determine the level of trust and responsibility they place in the hands of each employee and if they determine wrongly and an employee goes off and does something illegal in the scope of their employment, the employer should be held accountable with no loopholes.
Give me a break! We all know that Corporations will give you the rules in writing but then state to you what they want, which can be totally different. They have ways of creating and embracing the so called “rogue employees”, to use as scape goats. Just like trucking, Many “rogue” companies will reprimand their driver’s for driving illegal but at the same time train their dispatchers to ask the driver, in fact pressure and manipulate a driver to do it but when the driver is caught. Guess what? The “rogue” driver is the one who pays the high cost of fines and perhaps be put out of service. And the Companies continue on to the next driver using the same high pressure strategy of the dispatchers.
If they are an employee of the company then the company should be liable for anything they do that benefits, or might benefit the company. Even the slightest break should be anathema; slippery slope or not I think you’d soon have near minimum wage drones scapegoated for superfund magnitude disasters while management walks free.
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Where is the line between a true rogue employee who the company truly repulsed and knew nothing about, and an employee who is made to be a scapegoat in the form of a ‘rogue employee’, thus absolving the company of any wrongdoing in the eyes of the law?
This is a type of case that highlights why discovery is so important. You must be able to delve deep into company records to determine if an employee is truly “rogue” or simply taking the fall for his masters.
It is the duty, yes duty, of employers to determine the level of trust and responsibility they place in the hands of each employee and if they determine wrongly and an employee goes off and does something illegal in the scope of their employment, the employer should be held accountable with no loopholes.
Give me a break! We all know that Corporations will give you the rules in writing but then state to you what they want, which can be totally different. They have ways of creating and embracing the so called “rogue employees”, to use as scape goats. Just like trucking, Many “rogue” companies will reprimand their driver’s for driving illegal but at the same time train their dispatchers to ask the driver, in fact pressure and manipulate a driver to do it but when the driver is caught. Guess what? The “rogue” driver is the one who pays the high cost of fines and perhaps be put out of service. And the Companies continue on to the next driver using the same high pressure strategy of the dispatchers.
If they are an employee of the company then the company should be liable for anything they do that benefits, or might benefit the company. Even the slightest break should be anathema; slippery slope or not I think you’d soon have near minimum wage drones scapegoated for superfund magnitude disasters while management walks free.