News, Views and Careers for All of Higher Education
May 16
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If Ms Dixon’s views and “G-d given mandate” allow her to refuse to hire or to protect those clauses in the employment contracts of the queer employees, then I would say that the University was correct in letting her go. If the school has a policy of non-discrimination based on sexual-orientation or gender-identity and she is flatly opposed (with her own jihad against it), then it stands to reason that she might not be hiring or might even be campaigning against hiring the best people for the job simply because they fall under the queer category. She says that queers can become straight but that black cannot become white ; Michael Jackson has proven otherwise. If she wants to have her ethnicity protected, then she should support the queer candidates ; if not, then she should be allowed to lose her job for not choosing to become white.
Eric, at 11:10 am EDT on May 16, 2008
Thank you to Jonathan Knight and the AAUP for their statement on the issue of loyalty oaths. While these oaths do not affect Quakers, Bretheren, and Mennonites (the peace churches) alone, members of our denominations have been perhaps most public in their struggles against the oath requirements.
I applaud the AAUP for taking a stand on this important issue related to religious, but also academic, freedom, and I hope Wendy Gonaver’s legal action leads to a reconsideration of these leftovers of the McCarthy era.
QuakerProf, at 1:50 pm EDT on May 16, 2008
Jim: No, Toledo won’t pay “big bucks for its mistake". It made no mistakes.
Ms. Dixon’s conduct irreparably harms her ability to do carry out her duties, it violates the professional ethics of the HR profession, and it violates the core values of the University of Toledo.
This isn’t even a close call. Off-duty conduct is not insulated from proper discipline when it impacts an employee’s inability to do his or her job.
This is another message referencing “the big bucks” and “Toledo’s mistake". With all due respect, this really makes you sound like you agree with Ms. Dixon’s views despite your statement that they are “unenlightened".
Agreeing with Ms. Dixon’s views (which I find to be homophobic, bigoted, and without any place in an institution of higher education) doesn’t magically transform them into protected speech.
She was wrong. She was fired. University of Toledo was correct.
And there will be no “big bucks” for a mistake that was never made.
Dan, HR Administrator, Large midwest research university, at 3:25 pm EDT on May 16, 2008
What evidence is there that Crystal Dixon has discriminated against homosexual people in the course of her work? If there is, that would be grounds for termination because it is against university policy. If there is not, then she wasn’t fired for misconduct, she was fired for thoughtcrime.
If she sues the university for wrongful dismissal, they will have to present convincing evidence of misconduct on the job. It’s put up or shut up and pay up. I predict they’ll settle out of court with a non-disclosure agreement so they don’t have to admit having done the wrong they’re shelling out for.
Jack Olson, at 4:15 pm EDT on May 16, 2008
A “divine mandate”? Insert any other protected class in place of the work “homosexuality” and see how that sounds. Really, how would anyone know if she had discriminated against and GLBQT job candidates? How would I, a gay person (and former HR manager), stand a chance at getting hired with someone with those personal beliefs at the helm? Yes, she is entitled to her beliefs as anyone is entitled to be a racist or anti-Semite. Just don’t expect applause and protection when you are outed for those beliefs.
Amy, graduate student, at 6:40 pm EDT on May 16, 2008
Ms. Dixon’s right to free speech only insures her right to publicly share her views, however hateful. It doesn’t entitle her to keep a job that requires (yes, requires) her to treat every potential employee fairly and without bias, under the law. Declaring a “divine mandate” to oppose homosexuality is essentially saying that she answers to a higher law, and thus can’t be held accountable by the university for acting on her beliefs. They don’t have to prove that she has actually done so, only that she’s expressed a clear willingness to pursue her mission over her professional responsibilities. Her attitude being already publicly expressed, she can’t with any credibility tell gay or lesbian employees that she’s going to treat them fairly or show them the proper respect. Trust has been broken, and trust is essential to a human resources position.
If you go to a doctor for birth control pills and they refuse to prescribe them because of religious beliefs, they’re violating basic doctor-patient trust, and any hospital would be justified in firing them. Do they lose their medical license, or their abilit to get a job at a more sympathetic hospital? No. But their current employer doesn’t owe them “tolerance” of their ideas when it affects the mission of the institution. The same analogy can be applied to the university’s decision. Her personal mission is in direct conflict with that of the school, and they have a right to part ways with her.
John Martin, Assistant Professor at Louisiana Tech University, at 9:15 pm EDT on May 18, 2008
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Toledo Firing Decision
Crystal Dixon’s views on homosexuality may be unenlightened, as I believe they are, but the University of Toledo has no legitimate grounds for firing her because of them. On the surface, it would appear that the university had no problems with her job performance until after she wrote her column. If her work was satisfactory, then her personal beliefs are immaterial. In my opinion, Crystal Dixon has a slam-dunk legal grievance against the university, which should have known better. My prediction is that Toledo is going to end up paying her big bucks for its mistake.
JIm, at 9:50 am EDT on May 16, 2008