The principal as well as the administrative staff was incorrect for ignoring Ms. Weaver’s exemplary record as an educator and coach. She was deemed “effective in this endeavor, leading the team to four state championships” as the girls’ volleyball coach for approximately 18 years (Bennett-Alexander & Hartman, 2015, p. 482). According to the text, “Basing decisions and policies on actions is more defensible than basing them on status. But even the action should not be singled out solely based on the employee’s orientation” (Bennett-Alexander & Hartman, 2015, p. 461).

Personally, I do not think it matters who initially instigated the issue. Whether Ms. Weaver stated she was gay on her own free will or honestly answering the question does not warrant being terminated from coaching. As the administrator, I would advise all of the staff if asked your sexual orientation to simply stated their choice has no bearing on the ability to perform their job and reserve the right to decline from answering the question. This may alleviate some problems for all involved parties. I believe some things should not be discussed at work to include politics, religion, and sexual orientation.

Personal bias and the influence of outside bias should not be the determining factor when making decisions (stick to the facts as it relates to the law, rules, and job performance). James 2:2-4 provides a great example of what we are not supposed to do, it reads, “For if there come unto your assembly a man with a gold ring, in goodly apparel, and there come in also a poor man in vile raiment; And ye have respect to him that weareth the gay clothing, and say unto him, Sit thou here in a good place; and say to the poor, Stand thou there, or sit here under my footstool: Are ye not then partial in yourselves, and are become judges of evil thoughts?” (KJV, n.d.).