No -- employees cause damage all the live long day.
Yeah, if that's normal to you all I can say is that you're working at the wrong places (or potentially you're the problem). If you want respect in death then act appropriately in life. No matter how talented Markham was, he was also well known for harassing and belittling his coworkers.
If you don't want to be remembered for being a jerk, don't be a jerk. It's pretty simple.
If you've got beef with someone, take it up with them while they're living. Once they're dead, you missed your chance.
If Baker thought he was damaging the org, it was her legal duty to protect its interests and terminate him. Not only did this never happen, but per Baker's account, Markham was repeatedly rehired.
If Moz changed their mind at some point and wanted him gone, well, he's gone -- crapping all over his legacy accomplishes nothing other than exacerbating the grief of survivors and potentially opening up legal liability.
Should someone allege that Baker's horrific "memorial" rises to the level of actionable defamation, she'll have a hard time winning the sympathy of the court. "Don't kick someone while they're down" and all that. You can't get any more down than "literally dead". If you can't settle the personnel file before the employee dies, just let it go.
Ultimately, it is pretty simple: a corporate officer publishing a barrage of criticism against a deceased subordinate can only be described as chickenshit.
Yeah, if that's normal to you all I can say is that you're working at the wrong places (or potentially you're the problem). If you want respect in death then act appropriately in life. No matter how talented Markham was, he was also well known for harassing and belittling his coworkers.
If you don't want to be remembered for being a jerk, don't be a jerk. It's pretty simple.