The recession has ratcheted up America’s stress level, and employers are seeing the results spill out in their workplaces.
Boorish behavior and vulgar words are on the rise in U.S. workplaces. In fact, 38% of women say they’ve heard inappropriate sexual innuendoes and taunts in the workplace last year—up from 22% the year before, according to a study by Novations Group, a Boston consulting firm.
Such behavior isn’t just a legal risk, it can crush morale, increase turnover and hurt employee health.
The good news is there are steps you can take TODAY that will insulate you from risk … improve productivity … and create a happier workplace. Introducing Jerks at Work – What’s an Employer to Do? Learn more
Advice: If you don’t have one, draft a simple employee civility policy or code of conduct that is separate from your harassment policy.
Examples: Google’s “Don’t be evil” maxim has inspired other companies to adopt similar mottos for their internal and external corporate dealings. Southwest Airlines will “fire” passengers who demean their employees.
Such a policy gives you more legal leverage to discipline employees who are equal-opportunity verbal abusers. It could protect you if you’re sued.
Jerks at Work is an interactive webinar designed specifically to help you deal with challenging workplace behaviors. You’ll get step-by-step advice on what to do – and when to do it. Learn how
Recent case: A California Community College fired a history professor for violating its rule on behavior and dignity after it received numerous complaints about his offensive behavior. He caused a near riot—the police had to be called—after he posted a list of failing students, saying they couldn’t benefit from the education. Another time he screamed obscenities at a student while tearing up a paper she’d written.
The professor sued, alleging he had the right to treat students the way he saw fit. The court tossed out his lawsuit, saying the firing was perfectly legal because the college was simply enforcing its civility rule. (Davenport v. Board of Trustees, No. 1:07-00494, ED CA, 2009)
Final note: Here’s another reason to have and enforce a civility policy. Doing so can help prevent a hostile work environment claim. By enforcing the rule and disciplining violators, you’re showing that you fix problems promptly and aren’t contributing to harassment.
Attorney, author and celebrated speaker Jathan Janove combines humor, legal know-how and common sense to help you craft a strategy to deal with the jerks that lurk at work. In this insightful 75-minute session, you’ll discover:
- How to make jerk-free values part of your corporate culture
- Three specific types of training to combat harassment
- Verbal feedback to a jerk’s offensive behavior
- Documenting workplace jerkiness – when and how
- “Mushroom jerks” – how to expose them to the light
- Seven steps to managing emotional or confrontational jerks
- Due process and progressive discipline
- Jerks who sue – good news and bad news
- … and much more!
- Team-building ideas: Rx for coaching your team to greatness
- Messed up? 'Fess up! Honest mistakes aren't evidence of bias
- In discharge meeting, follow 2-and-1 rule: Two company reps, one reason for termination
- Ohio Supreme Court fills gap for those fired after injury, but before filing for workers' comp
- Beware retaliation following internal bias investigation