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Hot lesbian office sex with Evanni Solei and Destiny Dymes. JM: In most cases the answer is probably yes, but, as in any case of dismissal, even in the worst of circumstances, you always have to follow a fair procedure and come to a view at the end of that process. That adds an extra layer and action needs to be taken. It may be that no one was offended by it and the employer could take the view the misconduct is not serious enough to warrant dismissal.
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However, it would ignore such conduct at its peril; the employees should be disciplined. Those additional factors strike at the heart of the employment relationship. There have been cases where people have been caught having sex while on duty. In the New Zealand case, it happened after-hours and they were not being paid while it occurred. JM: There is a temptation for employers when they think they have really good evidence — eg such as security camera footage, or the video in the New Zealand case — to jump straight to a conclusion, based on that evidence, and consider the conduct warrants instant, or summary, dismissal.
This is a flawed approach. You should always, even in circumstances of allegations of the most serious misconduct, afford the individuals the opportunity to respond to the concerns, and also examine all the circumstances. JM: They well could.