Some people would be fired if they wore a tshirt to work. I don't think whether or not a behavior would be tolerated by corporations should be the measure by which we judge appropriateness in any context other than a corporate workplace.

Where do you work? because in every developer/engineer job I've worked over the past 12 years, in corproate, academic, small business and startup environments, hostility, foul language, heated arguments and even implications of violence run amok. When/if it is appropriate is a delicate and tricky balancing act that requires careful judgement (which is sometimes misplaced), and the nuances are such that no policy (or lack of policy) can adequately accommodate them.

I'm not an expert on government and law, but it is my understanding that due process is rooted in the recognition that circumstances are often more nuanced than laws can accommodate, and so evaluation of the circumstances are necessary for every case.

I'm not saying OSI actions should follow the same due process as criminal courts, but my point is no, saying the things he said at countless companies, corporations, environments, under some context or another, would not result in firing.