In today’s digital world, it is increasingly difficult for employees to walk away unscathed if they do perform in publiceven if it is not considered fat.

Attorney and co-managing partner at New York-based Gordon Rees Rees Scully Mansukhani LLP told Fox Business that employee conduct outside the workplace can easily follow into the office and can even cost someone his job

It’s nothing new, and yet, time and time again, there are instances when someone, including sports fans, goes too far and subsequently loses their job.

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One of the latest examples happened this week when a Philadelphia Eagles The fan at the center of a vile incident during the NFC wild-card game in Philadelphia lost his job at a New Jersey-based consulting firm this week.

The fan, identified as Ryan Caldwell, was seen in the viral video Getting in a Green Bay Packers fan’s face and calling her a “muddy c—” while her fiance recorded the situation. He also baffled the man with other disgusting gestures.

Offices, in the Mission District of San Francisco, California, USA, on Friday, May 31, 2024. (David Paul Morris/Bloomberg via Getty Images/Getty Images)

“Camera phones and social media have really blurred the line between what’s work-related when it comes to on-the-clock activities,” Marris said.

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However, “whether an employee can be fired for actions taken outside the workplace is quite specific,” according to Marris.

It depends on several factors, including the nature of the conduct, as well as what state the employees and employers are in. The entrepreneur, according to Marris.

But “something doesn’t have to be gross to result in a termination, although with everything in the law there are exceptions,” Marris said.

Technology startup company employees work quickly at their desks in the office on March 24, 2021 in San Francisco, California. (Brian Cassella/Chicago Tribune/Tribune News Service via Getty Images/Jam Press)

According to Marris, most states follow “at-will” employment, which means an employee can be fired for any reason or no reason, except for protected class status, which is a legal status that protects individuals of discrimination.

But this does not apply to government employees, union members or employment contracts, where the termination rules are based terms of their agreements.

Many union contracts or agreements include “for cause” clauses, which define acceptable grounds for termination. In addition, some companies have policies that protect employees for legal activities outside the workplace, even for at-will employees.

Some companies might also have policies about lawful activities outside the workplace that could provide protection even when an employee is “at will,” according to Marris.

Manhattan psychotherapist Jonathan Alpert told Fox Business that employees should “develop the ability to keep strong emotions in check and good mental health.”

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“That starts with understanding the situations that are likely to trigger you. Instead of reacting impulsively, take a moment to pause and consider the possible consequences of your actions,” Alpert said, adding that “techniques like deep breathing, stepping away from the situation or redirecting your energy to something constructive can make a significant difference.”

A usinessman sitting in front of the computer in office (istock / Istock)

If people do go to therapy, it’s vital that therapists equip them with practical tools to make meaningful changes, according to Alpert, who is the author of Be Afraid: Change Your Life in 28 Days.

“True progress comes from learning to take responsibility and ownership for your behavior and implementing strategies that help you stay composed in difficult situations. By doing so, you not only protect your personal and professional reputation, but you also demonstrate the kind of composure and maturity that others respect and admire,” he said.