Hot-headed managers really think they can get away with anything. However, regardless of how impassioned, frustrated, and even justified they may be, there is always a limit to what they can do or say, and this fast food manager definitely reached his limit.

There are, of course, plenty of valid reasons to fire someone on your team. If they're actively undermining authority and refusing to complete their tasks and responsibilities, those are grounds for dismissal. If they make unprofessional remarks to other coworkers or customers, those are grounds for dismissal as well. But if they make a simple mistake—like accidentally throwing away a manager's snack or soda—that's not exactly worth firing someone. And yet, this manager decided to throw an entire temper tantrum over this innocent mixup.

Thankfully, the employee stood his ground and refused to apologize, given the fact that he had asked his manager if the drink belonged to him and was ignored. Furthermore, the tantrum simply does not match the act itself. Everyone knew this, and so the manager didn't just lose an employee that day (albeit temporarily); he also lost a ton of support from everyone else.

The digital age has bred information-obsessed individuals who must know everything about anything, all the time. Now, I'm not talking about a niche Wikipedia obsession—I'm talking about putting their noses where they don't belong. That is, in everyone's business.

In an office setting, you'd expect your colleagues to be on their best behavior at all times. If they're not careful, they might risk write-ups, suspension, or at worst, termination. The last thing you want is to be fired for a lack of self-awareness in an environment you're supposed to kind of always be on your toes in. The corporate lifestyle ain't fun, but it's what we have to do to stay afloat.

What comprises no-no behavior? For starters, you want to keep your hands to yourself—that's a given. You probably don't want to make jokes about your coworkers, because your sense of humor might not be received in the way you think it will. Most importantly, though, you probably don't want to open your colleagues' personal mail. Not only will that get you fired, but it could also land you in jail…

An HR department isn't your friend; it exists to fulfill a purpose, like any branch or entity within an organization. Many branches manage some sort of company resource or another; it just so happens that the purpose of this entity is to manage a particular resource: humans. 

And you are that human, and you shall be managed. And management means calculating risks and carefully hedging possible costs to the business. And pesky little human imperfections are exactly the type of thing that can be quite costly.

Everyone hides their red flags in interviews, whether employers or employees. But where an employer will soon be able to let their flags fly, a candidate does not have that luxury and must remain the pinnacle of perfection for as long as humanly possible.

It's easy to be lulled into a false sense of security by their smiles and inviting demeanor, letting your guard fall by divulging sensitive or personal information that they didn't really need to know. Of course, as with anything in life, there are varying shades to this, and you might find yourself in a position with a trusted employer who you know will have your back. 

And yet, still, caution is prudent. Divulging too much or the wrong thing may lead to unwanted questions or thoughts.

After working to ensure that he was properly paid for his last weeks on the job before his departure, this former employee ended up getting way more than he bargained for or deserved. In fact, almost a full year and a half later, this dude admitted to the fact that he has still been receiving bi-weekly direct deposits from payroll, and he hasn't exactly done anything about it… until now.

People seem to have split reactions about what this guy should do next. After confessing the truth about the overpayment, which has amounted to over $80,000 at this point, some folks within this online community chimed in with legal advice. Let's just say that prospects are not looking great for this guy, but let's consider the other side of the argument. If a company's payroll department is this disorganized, shouldn't their incompetence be punished in some way? After all, none of this would have happened were it not for their own negligence. Sure, the former employee didn't exactly work hard for the money, but it's not like the payroll department has been working hard either—or, at least, they're not working nearly as carefully as they should be!