No, it wouldn't be what the company deemed inappropriate. Companies can't make up their own employment law.
Seeing as you are the "boy" when it comes to employment law, here's a real life one for you that happened to me few years back.
Went to Braga with a mate to watch United, for a laugh he filmed me running, drunk, and diving head first into a massive rose bush (yes acting a bell, was a laugh).
Got home I posted it on FB thinking bit of fun bit of a laugh. Went to work on the Monday and I got hauled in front of the in-house lawyer and HR and actually got given a written warning because of it and had to take it down.
I argued and fought it and was told it is covered under the terms of my employment.
I thought it was bullsh*t at the time but couldn't do anything about it.
Thoughts?
You could do. Or, if you could actually qualify what Lingard did wrong, you wouldn't need to write a list bullet pointing the various things unrelated to what Lingard supposedly did. But you can't. So, why don't you tell me what Lingard would be disciplined for? Shouldn't be too hard. It's not rocket science after all.