From a management perspective, i would agree. All you have to do is show me reasonable evidence that supports your case. But a pedo-predator with kiddie porn on his computer is going to have a tough time meeting that threshold.
Oh, let me guess, the NSA planted it there...
Like I said, beyond a reasonable doubt only applies in criminal trials. As a manager I would likely go with something like preponderance of evidence which is the civil trial standard.
But again...if you work for a reputable employer stay the hell out of jail if you want to keep your job. Not too many white-collar professional types get wrongly arrested.
This conversation only applies to major crimes, where someone is going to miss a lot of work due to lack of bail or a lengthy trial. If some gets a "minor" bust like DUI, they can call in sick, post bail, and be back on the job before anyone's the wiser.
I'm just telling you how it is, don't shoot the messenger.
Now with all that said, unions can have contractual provisions which preserve the criminal's job. There was a case involving a USPS carrier in my hometown where the guy did time for child sex abuse and got his job back after prison...apparently the postal union rules only allowed them to fire the guy if he committed a crime on the job, abusing kids on his own time was A-OK. IIRC he subsequently had issues with his mail route since convicted sex offenders have to stay a certain distance from schools. Personally I think unions are shooting themselves in the foot when they adopt provisions that go that far in support of errant members.