Peter Oiler and Winn-Dixie

Peter Oiler and Winn-Dixie…violation of rights or responsibilities?

The case of Winn-Dixie stores and Peter Oiler is between a supermarket chain that spreads across the southern states of Mississippi, Louisiana, and Florida and a truck driver who worked for the organization for over 20 years. Oiler was let go after 20 years because he was known to be dressing as a woman off-duty from work, which could have harmed the company’s image. I do not believe that the actions that Winn-Dixie management implemented were justified. I also believe that the discrimination laws should apply to transgendered people. I will explain why I believe that Winn-Dixie should have handled this situation differently rather than what transpired.

I don’t believe that the actions of Winn-Dixie management were reasonable because there was no real evidence that supported Winn-Dixie’s decision that what Oiler was doing on his off time away from work, created any serious issues while Oiler was at work. In over 20 years, no supplier or customer had reported to Winn-Dixie that Oiler was damaging the company reputation or image what so ever. No complaints were made on the work ethic or standard of work Oiler delivered while working on shift for Winn-Dixie. In fact, Oiler had been praised in his 21-year span as an employee recording many promotions.

Firstly, there are both rights and responsibilities that an employer and employee must both have. The employer will always look out for themselves and their image. Their employees are very vital to their image. Many organizations have uniforms or dress codes for the workplace. This is the right of the employer to state what the dress code is while working for the organization. It may not label what an employee is to wear while off duty; however, in some conditions it may in such cases as professional athletes. The employer has the right to hire or terminate employees on the pretences that the employee is causing harm to the company or its...