Employers who discover off-duty misconduct of one their employees often wonder what course of action they should take to address the situation—or, sometimes, if they should take action at all. For some employers, their actions and reactions may be governed by a collective bargaining agreement that prescribes the process for handling off-duty misconduct by bargaining-unit employees. When the alleged misconduct is by an executive or highly placed administrative employee, the degree of employer reaction may be addressed in an individual employment agreement. In other situations, the impact of a rank-and-file employee’s off-duty conduct may be insufficient to trigger any action.