Good employers strive to create a workplace that’s as respectful and civil as possible. Achieving that goal requires banning sexist, racist and ageist attitudes and talk. That not only improves overall morale, it also reduces the risk of lawsuits.
But even in organizations that try their best, supervisors and managers sometimes mess up. A poor choice of words or an ill-timed joke can create tension and inflame passions.
Mistakes like those don’t necessarily mean the employer is destined to lose if an employee sues. Judges understand that an isolated incident isn’t grounds for a lawsuit—as long as it isn’t obviously over-the-top.
Recent case: Mark Greco was 49 years old when he was hired by T-Mobile as a senior business analyst. He was 51 when he was fired for alleged (register to read more). T-Mobile based the termination on an incident in which Greco lost his temper and got into a screaming match with a co-worker. That incident wa...
- Make it one of HR's goals: Ensure everyone gets training on harassment
- It's final: Non-Lawyer reps OK at unemployment comp hearings
- Ignore female-on-male harassment at your peril
- Unhappy employee? Carefully track complaints
- Overly sensitive employee or bully boss? Trust your HR instincts to decide who's right