In the interest of maintaining a workplace free of sexual harassment, you probably have a robust sexual harassment policy that goes beyond what the law requires. Prohibiting all sex talk makes it clear that, first and foremost, the workplace is for work. Such a policy is entirely reasonable.
The problem is enforcement. If your policy is comprehensive, any complaint may trigger an investigation that uncovers many violations—perhaps even by the complaining employee.
When that happens, the best policy is to let the investigation take its course and document everything. Then discipline everyone who violated the policy.
Recent case: Amanda Robinson worked at Caterpillar as a materials specialist, moving parts from large shelving units and transporting them to the shipping dock. She had no reprimands on her record and always met her production goals.
Then Josh Perry began working at the facility, operating a forklift.
Caterpillar ...(register to read more)
- Violence against woman isn't automatically sex bias
- Follow up with harassed employee to check for retaliation--and prevent future lawsuits
- When harassment escalates despite warnings and second chances, it's time to terminate
- Hiring: List experience requirements, too
- No requirement to break up love triangles--but be prepared for workplace violence