They don't have to look at the moral behavior of every person they work with, they just need to listen to their employees. The likelihood of employees being able to actually abuse that privilege is pretty low since it requires a lot of collaboration. Also this is not about "doing anything" in the sense of stopping ICE. This is about an individuals right to choose who they want to support and work with. Would you really expect an immigrant to feel good about working with an organization like ICE and facilitating their bad behavior?
That's fair, but we are diving into subjective territory. Lets say (hypothetically) that half of the employees support ICE. Who decides then whether or not the contract is maintained? (Unlikely scenario in this case, but I am more interested in the general precedent than this specific scenario, so just playing devil's advocate)
Also, lets say you are the CEO who proposes that you should NOT work with ICE, but all of your employees believe you should. In that case, it is obviously not as simple as just listening to what your employees want.
Yeah those are good points. I'm not really sure how that could be handled well. It has to be handled on a case by case basis. In this situation specifically though the CEO says that he doesn't support their actions either so seems like a simpler case of "Hey my employees brought this to my attention and I agree with them"
