Shawn Simoes FHRITP Case: What Happened and What It Says About Off-Duty Conduct

The FHRITP Incident Outside BMO Field

On May 11, 2015, CityNews reporter Shauna Hunt was interviewing fans outside a Toronto FC match at BMO Field when a group of men disrupted her live hit.

One of them shouted a vulgar phrase that had become an online meme: “FHRITP”, short for “F* her right in the p****”**. The phrase, popularized through a fake newscast blooper, had been repeated at live broadcasts across North America and was widely condemned as aggressive, sexist harassment of female reporters (CBC News).

In the video that went viral:

• A man yells the FHRITP phrase toward the camera.
• Shawn Simoes, an engineer with Hydro One, does not shout the phrase himself but:
  • Calls it “f—ing hilarious”.
  • Tells Hunt she is “lucky [they] didn’t have a vibrator”

Hunt confronts the men on camera, challenging why they think this behaviour is acceptable and how their families would react. Her decision to push back resonates widely. She later explains she’d been dealing with similar taunts “almost every day”, and had finally hit her limit

The clip triggers national outrage, support for Hunt, and a wider conversation about harassment, sexism, and accountability.

Hydro One Fires Shawn Simoes

Shortly after the video spreads online, Hydro One confirms it has terminated Simoes’ employment, stating that the conduct is inconsistent with the company’s values (National Post).

Key points at the time:

• Simoes was a well-paid employee whose name appeared on Ontario’s public “Sunshine List.”
• He was off-duty at a soccer game, not in Hydro One uniform.
• His identity and employer became public once the video circulated and online users connected the dots.

The decision raises an immediate legal question: Can an employer fire an employee for off-duty conduct that causes public backlash?

What Is FHRITP — And Why Did This Case Matter So Much?

The FHRITP phrase isn’t just a crude joke. It became a shorthand for on-air, sexually explicit harassment directed primarily at women reporters. Its use in this incident:

• Undermined Hunt’s safety and professionalism.
• Put a spotlight on a pattern of harassment in Canadian media.
• Pushed employers, broadcasters, sports organizations, and the public to respond decisively.

Maple Leaf Sports & Entertainment (MLSE) announced that those involved would be banned from its venues and added extra security support for reporters. Political leaders and media organizations publicly condemned the behaviour.

The Hydro One/Simoes decision quickly became one of the most high-profile Canadian examples of an employer reacting to viral off-duty conduct.

The Legal Issue: Off-Duty Conduct and Just Cause

In multiple radio interviews following the firing, Lior Samfiru, a toronto employment lawyer at Samfiru Tumarkin LLP, explained why this case wasn’t straightforward from a legal standpoint.

On 640 Toronto, he drew a critical distinction between “I don’t like what you did” and legal just cause:

• He noted that Hydro One could, in theory, dismiss an employee without cause in Ontario if proper severance is paid.
• But firing for cause in Ontario (with no severance) is reserved for “very significant misconduct” that makes it “impossible to continue employing this person” and usually involves a clear connection to the workplace or employer’s interests.

In one segment, Samfiru stated that, based on what was publicly known at the time:

This was “not a situation where Hydro One [could] legally terminate him for cause”, because Simoes was not clearly presenting himself as a Hydro One representative and the conduct occurred off-duty.

In a later discussion about the fallout, he emphasized that just cause is a very high standard and warned that decisions driven primarily by public relations or social media pressure are often vulnerable on legal review.

These comments framed the Simoes case as a live example of tension between:

• Public outrage and brand protection, and
• Established legal protections for employees, even when their behaviour is offensive.

Reinstatement: Shawn Simoes Rehired After Arbitration

The story didn’t end with the firing.

In November 2015, CBC and Global News reported that Shawn Simoes had been reinstated at Hydro One following a labour arbitration.

According to reports via Global News:

• The arbitrator found the penalty of discharge was “unjust”.
• Simoes had made “extensive efforts” to make amends, including:
  • Written apologies to Shauna Hunt and Hydro One.
  • Voluntarily attending sensitivity training.
  • Donating to the White Ribbon Campaign.
  • Receiving strong support from coworkers, both male and female, who backed his return

The result: Simoes was rehired, confirming what many employment lawyers had predicted — that termination for cause based on this incident would be difficult to uphold.

On-air, Samfiru later summed up the legal reality:

Hydro One did not have the right to let him go for cause, and the outcome reflected that understanding.

What the Shawn Simoes Case Means for Employees and Employers

The FHRITP / Shawn Simoes case is still referenced because it captures three key lessons:

1. Off-duty conduct is not a free-for-all
   Employers can respond when behaviour outside work clearly harms their reputation, relationships, or workplace. Social media has made it easier to identify people and link them to employers.
2. But “just cause” is rare
   Firing someone for cause (no severance pay) is reserved for extreme situations. Even disgraceful or embarrassing conduct may still require the employer to provide severance or consider lesser discipline.
3. Public pressure vs. legal standards
   Companies must balance reputational concerns with due process. Snap decisions driven by viral outrage are more likely to be challenged — and reversed.

Fired for Something You Did Off the Job?

If you’ve been terminated, disciplined, or threatened with termination because of something that happened outside of work — a social media post, viral video, or public incident — you still have rights.

Before accepting your employer’s decision or signing any documents:

• Speak to a Toronto employment lawyer at Samfiru Tumarkin LLP.
• Use the free Ontario Severance Pay Calculator to get an idea of what you may be owed.