Cheeseheads, Consequences, and Crossing the Line: HR Lessons from the Stands

According to a NY Post report, an Eagles fan was caught in a video crudely insulting a female Packers fan at Sunday’s playoff game between the two teams at Lincoln Financial Field in Philadelphia, PA. Within a few days, that fan—who worked in a DEI-focused consulting role—found himself without a job.

This incident is a powerful reminder for HR professionals and organizational leaders: while employees are entitled to freedom of speech, their off-the-clock behavior can have significant repercussions at work. Dripping with irony, it’s a case study in accountability and the importance of aligning personal conduct with professional values.

From Fly, Eagles Fly to Bye Job, Bye.

On Sunday, a man in Philadelphia Eagles attire who attended the Eagles 22-10 win over the Green Bay Packers at Lincoln Financial Field in Philadelphia went viral for all the wrong reasons. In a video shared on X, you can see the man in the stands calling a female Green Bay Packers “an ugly, dumb c–t.”

By Wednesday, the video had over 30 million views. However, it took much less time for the man to feel the tangible effects of his words. After calls on social media to identify him,  the NY Post reported on Tuesday that the man had been identified as an employee of a company that aims “to harness the power of diversity, insights, and innovation to transform lives, accelerate equity, and create lasting change.” Later that day, the NY Post reported that the man had not only lost his job but the Philadelphia Eagles had also banned him from attending any future games. The Philadelphia Eagles also apologized to the victim and sent her some Packers merchandise.

Lessons for Employers.

  1. There is no constitutional right to employment. Companies generally cannot infringe upon what workers say outside the workplace; after all, the First Amendment protects freedom of speech. However, employees’ behavior outside of work can impact their professional reputation and the organization’s values. Therefore, in states without off-duty conduct laws, a company can generally hold employees accountable for the consequences of going viral for the wrong reasons.
  2. Ready, Aim, Fire. When a viral video of an employee surfaces, the internet mob may lust for an immediate retributory pink slip, but employers should be careful before acquiescing. Investigate first. Ensure the video is legitimate (as opposed to an AI creation). Interview the employee. Take whatever steps are reasonably necessary to support an adverse employment action.
  3. Update Your Policies. Companies must ensure that their policies clearly communicate expectations about conduct, including off-the-clock actions, and outline the consequences when those expectations are unmet. It’s a reminder that freedom of speech doesn’t shield individuals from accountability, especially when their actions contradict the organization’s mission or values.
“Doing What’s Right – Not Just What’s Legal”
Contact Information