Thus, the termination may not be based on factors unconnected with the responsibility of the employment. In addition, the reasons on which the termination is based must have a rational relationship to the job performance. Moreover, the individual's conduct or lifestyle must be such that it might bring the public service into contempt. Furthermore, an established connection must exist between the conduct and its effect on job fitness. Finally, the removal of the individual must promote the efficiency of the particular service and the decision to terminate must not be arbitrary or capricious. Similarly, employers will have difficulty establishing a basis for not hiring an individual who professes to be or is discovered to be homosexual solely on the status of that person as such. Discussion of specific judicial decisions and 48 footnotes.