Here's a FREE selection of articles that address many different problems and situations in your workplace.
WHEN A PERSON IS CALLED ON THEIR COMMENTS OR JOKES,
THEIR RESPONSE IS "IT'S ONLY A JOKE" OR “CAN'T YOU TAKE A JOKE?”
A WOMAN IN A MALE DOMINATED WORKPLACE GETS LESS THAN KIND
COMMENTS FROM THE GUYS AND WHEN ASKED ABOUT IT QUIETLY,
SHE SAYS IT DOESN'T BOTHER HER, OR SHE CAN TAKE IT
ASKING A PERSON WHO IS CONSIDERED A "MINORITY"
TO DO TASKS OTHERS ARE REQUIRED TO DO, YET THEY CRY FOUL
EMPLOYEES WHO MAKE DISPARAGING COMMENTS ABOUT MANAGEMENT AND MANAGERS WHO MAKE DISPARAGING COMMENTS ABOUT UNIONS, GENERALLY
WHEN SEVERAL EMPLOYEES MAKE DEROGATORY COMMENTS ABOUT
ANOTHER EMPLOYEE, WHO IS NOT PRESENT, AND OUTSIDE OF WORK
WHEN SOMEONE TELLS A JOKE, MOST PEOPLE LAUGH, BUT IT'S INAPPROPRIATE, ESPECIALLY FOR ONE PARTICULAR EMPLOYEE, BUT NO ONE SAYS ANYTHING
WHEN EMPLOYEES DON'T WANT TO PICK UP THE SLACK BECAUSE A CHRISTIAN EMPLOYEE NEEDS TIME OFF FOR MASS AND WON'T WORK ON SUNDAYS
WHEN AN EMPLOYEE TAKES PART IN REPUGNANT, BUT NOT ILLEGAL ACTIVITIES, SUCH AS A WHITE SUPREMACIST GROUP, OUTSIDE OF WORK
YET NEVER SAYS OR DOES ANYTHING AT WORK
WHEN TWO EMPLOYEES WERE VERY GOOD FRIENDS, BUT HAD A PHYSICAL FIGHT OUTSIDE WORK AND NOW ONE OF THEM WON'T WORK WITH THE OTHER
OVER SOME OPEN FORM OF COMMUNICATION (RADIO OR GROUP EMAIL) AN EMPLOYEE STATES ABOUT ONE OF THE GUYS, "IT MUST BE THAT TIME OF THE MONTH" BECAUSE THIS FELLOW WAS BEING TOO EMOTIONAL
WHEN A WOMAN CAN’T DO THE SAME PHYSICAL WORK
A MALE CO-WORKER CAN DO, BUT IT’S ONLY A SMALL PART OF THE JOB
WHEN A PERSON APPEARS ALMOST RUDE IN EMAILS, BUT IN PERSON THEY COME ACROSS DIFFERENTLY – CONSIDERATE
WHEN SOMEONE WON’T TAKE “NO” FOR AN ANSWER – THEY HAVE EXHAUSTED ALL APPEALS AND PEOPLE DON’T SEE IT HIS WAY
WHEN SOMEONE IS AFRAID TO SAY ANYTHING TO SOMEONE WHO IS “DIFFERENT” FOR FEAR OF A COMPLAINT OR INSULTING THESE PEOPLE
PERSONS LOWER THEIR VOICES WHEN TALKING ABOUT SOMEONE WHO IS (WHISPER) “BLACK”
There are many gray areas involving workplace behaviours, especially when actions happen outside work. In this scenario, we have two employees being somewhat sexually explicit on Facebook. It’s not so bad that it would get blocked or turned in, but it’s enough to make some people feel uncomfortable. There is no mention of work or any other employees, but it’s just that any “friend” can see the postings, including some people at work. Yet an employee at work comes to you with this concern.
When something happens outside work that has a negative impact back at work, then the employer has to act…otherwise it’s just a huge loophole allowing people to get away with negative behaviour that invades the workplace through different means. But in a case like this, does this really concern the workplace? People voluntarily “friend” others on Facebook or other social media, so if they don’t like the content, they can easily “unfriend” others whenever they want.
If nothing is being said about other employees or the workplace, then the consensual conversations should be left alone.
Let the employee know there has to be a direct link with the workplace. If nothing is posted that has a negative impact in their workplace, then it’s really just consensual between two people who happen to be employees. If this employee doesn’t like the postings, there’s the option of getting out of the postings.
“When something inappropriate happens at work, I take appropriate action. Even when something is done outside work, I will take action if it has a negative impact back here. But what you’re describing appears to be consensual postings between two employees. You haven’t described any mention of our workplace, or other employees who have not consented to such banter. Unless I’m missing something, this appears to be consensual postings that are outside our interest. If you don’t like these postings, I’d encourage you to either remove yourself from them, or speak to these “friends” to suggest they tone it down…however, not because it’s related to work.”
Stephen Hammond, B.A., LL.B., CSP
If you have any questions, please contact Stephen.
Stephen's NEW Book