I meet the costs of playing cricket by undertaking the rather less important occupation of an employment lawyer and this isn't a relevant analogy. An employer may suspend pending the outcome of criminal proceedings but you would be on a sticky wicket if you tried to take it further after they had been acquitted.
Yet again this misses the point. It's not the trial that's the issue in my example or the Stokes/Hale case. That's a separate issues in relation to HR and employment law.
It's that the incident happened in relation to "company business", and having been involved in internal disciplinary procedures linked to other's behaviour in an evening linked to "company business", I can assure you that disciplinary procedures are undertaken, even if at the end of them there is limited punishment.
However much we may like to ignore it, as a representative of England cricket celebrating the win, he is no different to an employee of Large Corporation celebrating a big sale. In both cases, if you get into a massive fight in the street, get arrested for it and it goes to trial, and is videoed and sold to the Sun and you and your company identified in the process, especially if it's identified that you were out celebrating something to do with your company, you will end up with a disciplinary investigation.
It doesn't matter about the outcome of the trial - it's that you've brought poor publicity onto your employer, and that anyone doing a search for the company is going to see this in google at the top of the search listings for weeks at a time.
Most employee contracts have a statement such as:
You are expected to conduct yourself in a professional manner at all times, including when not at work, with proper consideration for your colleagues and the standing of the company. This extends to any social events you may attend arranged [...] or any action you take outside of work which may bring the company into disrepute.
This will be what the conduct commission is looking at.
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Topic: Ben Stokes Trial (Read 21551 times)